biasness of society for 4 minute speech (asl topic)
Answers
Answer:
In today’s society, perceptions like these are rarely openly discussed. Instead, they are maintained through implicit bias—the often subliminal thinking that can influence partial-policing decisions and covert racist practices—in all of their subtle or veiled ways of operating. An officer who has implicit biases may rationalize a decision based on a logical sequence of events, and not even realize that her decision has been informed by negative perceptions. But if she has even vaguely negative perceptions of a particular group, that can substantially impact how she interacts with its members. This is particularly true during high-stress situations that require split second decision-making, forcing an officer to rely on instinct. She may, for example, be more inclined to draw her weapon quickly when interacting with a black person than a white person, because she considers black people to be more dangerous.
Today, we’re more likely to see covert and aversive displays of bias—which are, by their nature, harder to see, and thus address. Jennifer Eberhardt, an associate professor of psychology at Stanford University, has been examining the effects of subtle racial bias, and is currently working with police departments to “reduce unconscious bias” and end racial profiling
So the question is, how do we overcome our biases?
At the micro-level, one of the most effective answers is also one of the simplest. We can start to overcome our biases once we become aware of them. In a study on racial bias among NBA referees, a group of researchers with the National Bureau of Economic Research found racial bias influenced fouls called by the referees. This study received a blitz of media attention, and in a follow-up study the researchers discovered no racial bias in the practice of calling fouls. That suggests that bringing the issue to light can positively reduce racial bias in decision-making practices.
Beyond a big media campaign, awareness can often begin through dialogue…
But how do we become aware, exactly?
Beyond a big media campaign, awareness can often begin through dialogue—which was the idea behind president Clinton’s Presidential Initiative on Race. It was an effort to both study and convene conversations around the country on race and racism. Unfortunately, other issues that dominated the media of the day dwarfed the initiative.
It’s time to seize this moment in history, and restart those conversations to bridge the divide between policy and practice. We need another Presidential Initiative on Race—or something like it—to help keep these issues in the forefront of public discourse.
Explanation:
Webster's New World Dictionary1 defines bias as "a mental leaning or inclination; partiality; prejudice; bent." Scientists are expected to be objective, and open to learning the truth from their research. Yet, physicists are also human. Each of us has our own likes and dislikes, preferences and preconceptions, and "hot buttons" that make us feel angry, uneasy, or uncomfortable.
Bias can damage research, if the researcher chooses to allow his bias to distort the measurements and observations or their interpretation. When faculty are biased about individual students in their courses, they may grade some students more or less favorably than others, which is not fair to any of the students. In a research group, favored students and colleagues may get the best assignments and helpful mentoring. People often prefer associating with other people who are similar to themselves, their family members, or their friends.
The net result of these biases hurts physics, because people who are different and would bring valuable new perspectives to the field have traditionally been excluded or discouraged by those already in the field. It is not unusual for women, African Americans, Hispanics, and Native Americans to feel unwelcome in physics and other scientific fields, because of the low expectations their professors and colleagues have for them, and because of how they are treated by the people who should be their peers and colleagues.
While it is probably impossible to eliminate bias, each person can strive to be aware of his or her preferences and alert to situations where the bias can be damaging to the science or ones colleagues. Also, one's can become a careful observer of others and take action to counteract the unfair or inappropriate consequences of biases, especially those that work to exclude or diminish people from different backgrounds than the majority.