Part 3: Digital technologies and social inclusion (Research Frontiers)
Summary
TLDRThis script discusses strategies for promoting social inclusion in digital technologies. It highlights the importance of implicit bias training to raise awareness and prevent discrimination in the workplace, yet acknowledges its limitations, such as depoliticizing inequality and short-lived effects. The script also introduces Gender Magnifier, a tool that enhances cognitive walkthroughs by incorporating gender perspectives to ensure digital systems are designed with inclusivity in mind. Despite potential drawbacks, such as niche uptake and the risk of reinforcing stereotypes, the script urges a reflexive approach to technology design to ensure equal access and benefit for all.
Takeaways
- 🧠 Implicit bias training is a method to increase awareness of unconscious attitudes that influence behavior, such as stereotyping and the halo effect.
- 👮♂️ Implicit bias training is popular in sectors like police departments and HR, including in hiring processes within software development companies.
- 👥 The goal of implicit bias training is to discuss assumptions and their impact on behavior and decision-making, including in areas like online code contributions.
- 🔍 Research suggests that women's code contributions are accepted more often when their gender is not identifiable, indicating the presence of gender bias.
- 🚫 Despite its benefits, implicit bias training has limitations, such as focusing on individuals and ignoring structural inequalities.
- 🔄 There are concerns about the longevity of the effects of implicit bias training, with some studies showing reduced impact within hours to days.
- 🛠️ Changing practices and processes in software development is another approach to improve social inclusion and equality.
- 🔧 Gender Magnifier is a proposal for more inclusive design practices, adding a gender perspective to usability evaluations like cognitive walkthroughs.
- 👤 User archetypes or personas are used in Gender Magnifier to represent different gender values and challenge stereotyping in software design.
- 📊 Gender Magnifier is based on studies that suggest gender differences in task accomplishment, such as women being more risk-averse.
- 🤔 There are drawbacks to Gender Magnifier, including questions about its uptake and the potential for reinforcing socially constructed gender differences.
- 🌐 The study of social inclusion and digital technologies is crucial for creating a more equal society and preventing biases in technology design.
Q & A
What are implicit biases and how do they influence behavior?
-Implicit biases are unconscious attitudes or perceptions that influence our behavior without us realizing it. They can manifest in various forms, such as stereotyping or the halo effect, where certain assumptions about individuals or groups can lead to biased judgments.
Can you provide an example of stereotyping as an implicit bias?
-An example of stereotyping is the belief that Spanish people are lazy because they traditionally take siestas. This generalization can lead to unfair treatment or assumptions about individuals based on their nationality.
What is the halo effect in the context of implicit biases?
-The halo effect is a type of implicit bias where a positive quality in a person leads to the assumption of other positive qualities. For instance, attractive individuals might be perceived as more successful, regardless of their actual achievements.
How can implicit bias training help in the workplace?
-Implicit bias training aims to increase awareness of our own biases and helps individuals recognize how these biases can influence their behavior and decision-making. It is particularly relevant in hiring processes and team dynamics to ensure fair treatment of all colleagues.
What is the connection between implicit bias and online code contributions?
-Research suggests that women's online code contributions, such as pull requests, tend to be accepted more often than men's, but only when their gender is not identifiable. Implicit bias training can help to reduce discrimination against women's contributions in such environments.
What are some criticisms of implicit bias training?
-Criticisms of implicit bias training include its focus on the individual, which can erase structural inequality and avoid addressing bigger issues that sustain inequality. Additionally, some studies suggest that the effects of such training may be short-lived, reducing its potential for long-term change.
What is Gender Magnifier and how does it relate to cognitive walkthrough?
-Gender Magnifier is a proposal for changing how digital systems are designed to be more reflective of social inclusion and equality. It is an addition to cognitive walkthrough, a method for evaluating the usability of system designs by observing users accomplishing tasks. Gender Magnifier adds a gender perspective to this process.
How does Gender Magnifier address gender differences in problem-solving tasks?
-Gender Magnifier incorporates user archetypes or personas that represent different gender characteristics to evaluate how gender differences influence problem-solving tasks. It uses these personas to design systems that are more inclusive and adapted to a diverse user base.
What are the potential drawbacks of using Gender Magnifier?
-Drawbacks of Gender Magnifier include the risk of it remaining a niche approach compared to more established methods like cognitive walkthrough, and the potential for reinforcing gender stereotypes if not implemented thoughtfully.
What is the purpose of cognitive walkthrough in software engineering?
-The purpose of cognitive walkthrough is to evaluate the usability of a system design by determining if the goals and tasks of the software are clear to users and if they can efficiently accomplish their tasks using the system's functionality.
How can software teams ensure that their digital technologies are inclusive and prevent biases?
-Software teams can ensure inclusivity and prevent biases by becoming reflexive about the design of technologies, implementing practices like implicit bias training and Gender Magnifier, and establishing policies that promote equality and open access to digital benefits for all.
Outlines
🧠 Implicit Bias Training and Its Limitations
The first paragraph discusses the concept of implicit bias training, which aims to increase awareness of unconscious attitudes that influence behavior. Implicit biases include stereotyping and the halo effect, and the training is popular in various sectors, including police departments and HR in software development companies. The paragraph highlights the importance of avoiding implicit bias in areas like online code contributions, referencing a study that shows women's contributions are more likely to be accepted when their gender is not identifiable. However, it also points out significant issues with such training, such as its focus on individuals rather than structural inequality and the short-lived effects of the training, which may only last a few hours to days.
🔍 Enhancing Inclusive Design with Gender Magnifier
The second paragraph delves into the approach of changing software development practices to promote social inclusion and equality. It introduces Gender Magnifier, a proposal that adds a gender perspective to cognitive walkthroughs, which are used to evaluate the usability of system designs. Gender Magnifier incorporates user archetypes or personas to consider gender differences in problem-solving tasks. The paragraph discusses the potential of this method to challenge stereotyping and to help designers create more inclusive systems. It also acknowledges the potential drawbacks, such as the limited uptake of Gender Magnifier compared to other methods and the risk of reinforcing socially constructed gender differences or stereotypes.
Mindmap
Keywords
💡Implicit Bias
💡Stereotyping
💡Halo Effect
💡Inclusion
💡Gender Bias
💡Cognitive Walker
💡Gender Magnifier
💡User Archetypes
💡Risk Aversion
💡Depoliticizes Inequality
💡Social Inclusion
Highlights
Implicit bias training is a method to address unconscious attitudes that influence behavior.
Stereotyping and the halo effect are examples of implicit biases that can affect perceptions of others.
Implicit bias training aims to increase awareness and avoid unfair treatment of colleagues.
The training is popular in US police departments and HR departments involved in hiring processes.
Implicit bias training can help avoid discrimination against women's code contributions in software development.
There are significant issues with implicit bias training, such as erasing structural inequality and depoliticizing inequality.
Studies suggest that the effects of implicit bias training may diminish within hours to days.
Changing practices and processes in software development can impact social inclusion and equality.
Gender Magnifier is a proposal to change design practices to be more reflective of social inclusion.
Cognitive Walker is a method to evaluate the usability of system designs, which Gender Magnifier builds upon.
Gender Magnifier uses personas to consider gender differences in problem-solving tasks.
The use of personas helps designers adapt their designs to different user requirements.
Gender Magnifier proposes designing systems with personas that challenge stereotyping.
There are concerns about the uptake and effectiveness of Gender Magnifier compared to established methods.
Gender Magnifier must balance addressing gender differences without reinforcing socially constructed stereotypes.
The study of social inclusion in digital technologies is crucial for creating an equal society.
Software teams should be reflexive about technology design and policies to ensure digital inclusivity.
The benefits of technology should be accessible to everyone, preventing biases and inequality reproduction.
Transcripts
in this part we will look at two options
of actions at two different units of
analysis the individual and the level of
practices and
processes at the individual level you
can do implicit bias training implicit
biases are inconscious attitudes or
perceptions that influence or behavior
there are different types of such biases
such as stereotyping where you believe
in general beliefs about people for
example that Spanish people are lazy
because Spanish people used to do
siestas another example of implicit bias
is the halo effect where you perceive a
positive quality in a person and assume
other positive quali in them for example
people who are perceived to be
attractive or for to be more successful
one way to improve the inclusion of
people in the workforce is to train
ourselves to avoid having implicit
biases this would avoid treating our
colleagues
unfairly implicit bios training
increases our awareness of our own
bioses it's very popular right now
across police departments in the US or
within the HR departments involved in
the hiring processes within software
development companies but it would also
be helpful within software development
teams the point of this training is for
people to talk in class about their
assumptions and how these influence
their behavior and decision- making
process one example applicable to
software development is to avoid
implicit bias in online code
contributions termed as pool requests in
their paper teral suggest that women's
pool requests tend to be accepted more
often than men's yet women's acceptance
rates are higher only when they are not
identifiable as women in the context of
existing theories of gender in the
workplace plausible explanations include
the presence of gender bias in open
source survivorship and self- selection
bias and women being held to higher
performance
standards implicit bias training would
help not discriminate against women's
Cod contributions great so implicit bios
training could do wonders here so let's
go for implicit bios training
unfortunately there is no Silver Bullet
there are significant issues with such
training pretty
suggest a number of them one such issue
is that the focus on the individual
erases structural inequality it avoids
talking about bigger issues that sustain
inequality in the first place and puts
the blame on
individuals in other words it
depoliticizes inequality we don't need
to look at the wider context or the
institutions let's just look at people
two even though implicit bios training
has been seen to be successful at the
individual level there are some studies
that suggest that the effects of such
training are reduced after a few hours
to a few days putting in doubt the
long-term positive change this training
can have so Solutions at the individual
level matter but they're not sufficient
let's look now at how changing practices
and processes in software development
itself could have an impact one way to
do this is to create design practices
and processes that are more reflective
of social inclusion and
equality gender mag gender magnifier is
a proposal in changing how we carry out
design of digital systems gender mag
itself is an addition to cognitive workr
which is a way to evaluate the usability
of system designs basically we try to
find out whether the goals and tasks of
software are clear to the users do users
manage to accomplish their tasks
efficiently do they know the
functionality we can evaluate this
through a process where we ask users to
accomplish certain tasks and we evaluate
if users have made progress towards
accomplishing those tasks so gender mag
comes and tries to solve some issues
with cognitive workr for example for
Reliance on abstract and general users
which avoid taking into account gender
differences a typical user would be say
users drawing money from an ATM machine
and very often users are identified as
men and the features that are designed
favor them this wouldn't take into
account issues of insecurity for example
when withd drawing cash from an ATM
machine so gender mag adds an inclusive
Dimension to cognitive workr by taking
into account specifically how gender
differences influence problem solving
tasks right the purpose of cognitive
workr is to see how users manage to
solve tasks and gender mags applies a
gender perspective in problem solving
tasks gender Mac does this by adding
user archetypes or what's called
personas to cognitive workr personas are
increasingly used to think about user
requirements in software engineering
it's a way to abstract users according
to certain criteria but you want to
influence Your Design this helps
designers then think of how to cater how
to adapt the design to these different
uses gender ma draws from suggested
gender differences in how computers are
used to achieve tasks such as risk
aversion for example the office of
gender ma build on studies that suggest
that women are statistically more risk
averse which influences how they
accomplish tasks gender Mac proposes
that we Design Systems with a number of
typical personas there are four Tim Abby
Patricia and Patrick the two PS Tim has
facet values typically associated with
men Abby has facet values typically
associated with women but two PS
Patricia andat
are identical except for gender they
combine values associated with men and
women which helps challenge stereotyping
in the words of the office how can
ordinary practitioners with no
background in gender research identify
which aspects of their software have
gender inclusiveness issues realize why
those issues are issues and thereby know
what they should
change so just so that you have an idea
of how it works here is an example of a
Persona of Pat and their specific task
accomplishment and information retrieval
characteristics this is then used to
test the design of the systems and see
if they are adapted to such users just
as we've implicit by training gender mag
and other approaches that Target
practices have some drawbacks the first
one is whether these are going to see
any significant uptake gender Mar
remains Niche compared to cognitive
walkthrough also the differences in task
accomplishment between men and women may
be statistical but do they also perform
them we may end up in the tricky
position but we are also reproducing
gender differences or stereotypes that
are socially constructed so in
conclusion the study of social inclusion
and digital Technologies is an extremely
important research topic nowadays there
is better recognition of how an equal
Society is and the costs associated with
that inequality we have looked at two
ways that can help software teams work
better together and how we can design
digital Technologies in a way that
prevents biases or the repr production
of inequality for all of you I would
suggest that you become reflexive about
how Technologies designed and what
policies are or should be put in place
to make sure that the digital is open to
everybody and that we can all share from
the benefits of Technology
Ver más vídeos relacionados
![](https://i.ytimg.com/vi/Ch5C3_wxLVk/hq720.jpg?sqp=-oaymwEmCIAKENAF8quKqQMa8AEB-AH-CYAC0AWKAgwIABABGGUgYyhaMA8=&rs=AOn4CLBFunN3jLjXgmrALAbhc9fhmy8REg)
Part 2: Digital technologies and social inclusion (Research Frontiers)
![](https://i.ytimg.com/vi/qMhdHDRS3x0/hq720.jpg?sqp=-oaymwEmCIAKENAF8quKqQMa8AEB-AH-CYAC0AWKAgwIABABGGUgYChWMA8=&rs=AOn4CLD9YtF0D1xonR_QE2n18ebciyFMvA)
Intro: Digital technologies and social inclusion (Research Frontiers)
![](https://i.ytimg.com/vi/DqfUNYzuVf8/hqdefault.jpg?sqp=-oaymwExCJADEOABSFryq4qpAyMIARUAAIhCGAHwAQH4Af4dgALwEIoCDAgAEAEYciBNKDwwDw==&rs=AOn4CLDlUVJj2vJ1GD2wkDhwTsPi14pB9Q)
Inizia a contare: il potere e i limiti dei dati nello svelare il mondo | Donata Columbro | TEDxCuneo
![](https://i.ytimg.com/vi/aqHtjfhFeLs/hq720.jpg)
MANAGEMENT ETHICS | MOVIE REVIEW | NORTH COUNTRY
![](https://i.ytimg.com/vi/Ypc9sRZGU18/hq720.jpg)
相手が大物でも大手でも取引しません。取引するかどうかは全て最初の名刺で決まります(商談が成功する名刺の特徴)
![](https://i.ytimg.com/vi/BFRvFpDZqZw/hq720.jpg?v=66436229)
My Personal Strategy to Get High-Paying SMMA Clients ( FULL SCRIPT) | Right Way to Find SMMA Clients
5.0 / 5 (0 votes)