Molly Carnes|Patricia G. Devine|Linda Baier Manwell|Angela Byars?Winston|Eve Fine|Cecilia E. Ford|Patrick S. Forscher|Carol Isaac|Anna Kaatz|Wairimu Magua|Mari Palta|Jennifer Sheridan
The Effect of an Intervention to Break the Gender Bias Habit for Faculty at One Institution
University of Wisconsin–Madison|William S. Middleton Memorial Veterans Hospital
despite sincere commitment egalitarian meritocratic principles subtle gender bias persists constraining womens opportunities academic advancement authors implemented pairmatched singleblind cluster randomized controlled study genderbiashabitchanging intervention large public universityparticipants faculty 92 departments divisions university wisconsinmadison september 2010 march 2012 experimental departments offered genderbiashabitchanging intervention 25hour workshop surveys measured gender bias awareness motivation selfefficacy outcome expectations reduce bias gender equity action timed word categorization task measured implicit genderleadership bias faculty completed worklife survey experimental departments received intervention control departments offered workshops data collectedlinear mixedeffects models showed significantly greater changes post intervention faculty experimental versus control departments several outcome measures including selfefficacy engage genderequitypromoting behaviors p 013 25 departments faculty attended workshop 26 46 departments significant increases selfreported action promote gender equity occurred three months p 007 post intervention faculty experimental departments expressed greater perceptions fit p 024 valuing research p 019 comfort raising personal professional conflicts p 025an intervention facilitates intentional behavioral change help faculty break gender bias habit change department climate ways support career advancement women academic medicine science engineering