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Despite the high prevalence of weight bias among fitness professionals, few resources are currently available to educate fitness professionals about weight bias and no systematic review of weight bias interventions has been conducted among this population. This paper therefore reviewed extant weight bias interventions for fitness professionals to inform future weight bias-reduction initiatives. Seven reports comprising six studies were identified from inception until April 2024. Findings showed small to large improvements in explicit weight bias, particularly on the weight control/blame component. No improvements were observed in implicit weight bias. The results show an urgent need to bridge the gap between the resources currently available in the fitness industry and those developed by the scientific community and to develop novel multifaceted interventions that draw from multiple theories of attitude and behavior change to effectively tackle weight bias among fitness professionals. [ABSTRACT FROM AUTHOR]

The purpose of this study was to examine the relationships among the political leanings of a state, the state-level implicit and explicit biases against transgender people, and the presence of transgender athlete bans. The authors collected archival data from 2021 and 2022 bans in the United States to examine the hypotheses. As of 2022, 18 states had passed laws barring transgender athletes from participating in sports. Results from regression analyses showed that conservative-leaning states were more likely to enact transgender athlete bans than their peers. The relationship was mediated by explicit (but not implicit) bias toward transgender people. The findings have implications for research and practice. Sport managers have an opportunity to create transgender-inclusive workplaces for staff, coaches, and other managers. They should also work with campus counselors and other staff to ensure that transgender athletes have ample support. [ABSTRACT FROM AUTHOR]

This research aims to identify ageist content concerning older adults within local government physical activity policy. Policies are not passive texts; they can comprise hidden or disputed connotations. To identify ageism, the study utilizes a critical discourse analysis approach to analyze physical activity policy documents (n = 61) from 16 local government areas in Victoria, Australia, and the perceptions of local government employees trusted with developing these policies, which were gathered during semistructured interviews (n = 11). Results from the critical discourse analysis indicate that local government policies are imbued with ageism, leading to the construction and perpetuation of various stereotypes of older adults. The discourse analysis points to potentially ageist descriptions including older adults being vulnerable, incapable, and a financial burden. Nonetheless, older adults were also revealed to be significant contributors to the community including in paid employment, caregiving roles, and volunteering. [ABSTRACT FROM AUTHOR]

A major problem in employee selection coalesces around convincing decision‐makers (e.g., hiring managers) to use analytically derived models. Existing recommendations in the literature largely focus on convincing executives to adopt analytical models and then exert their top‐down influence on lower‐level hiring decisions. In contrast to these solutions, we explore end user modifiability (i.e., allowing decision‐makers to modify a statistical model before use) as a bottom‐up approach for increasing hiring managers' implementation of analytical recommendations. From a utility standpoint, we consider how incorporating end user modifiability into hiring decisions will result in a less statistically valid, but potentially more valuable, organizational selection process. We explore these ideas in two studies. In Study 1, we experimentally test whether model modification increases decision‐maker reliance on a statistical model, as well as how much decision‐makers need to modify a model in order to use it. In Study 2, we examine the extent that modifiability introduces implicit biases that might adversely affect marginalized groups. Results suggest that modifiability can increase decision‐makers' perceived usefulness of a model and, importantly, that only a small amount of modifiability is needed to elicit this effect. Further, end user modifications were statistically insignificant predictors of hiring rates across race‐based subgroups, though supplementary analyses suggest important cautionary nuance. Given that analytical models are rarely perfectly or wholly implemented, end user modifiability may offer a viable solution for organizations seeking to increase the implementation of algorithmic guidance in selection decisions, even if it deviates modestly from a statistical optimality. [ABSTRACT FROM AUTHOR]

Both men and women who violate gender stereotypes incur backlashes, or penalties, for these transgressions. However, men who engage in warm, communal behaviors occasionally receive a boost (or benefit) for this female‐stereotyped behavior. To understand how and why warmth and gender interact to predict backlashes or boosts, we integrate uncertainty reduction theory with the stereotype content model and examine warmth by gender interactions. In our first study (a field examination of job seekers), we find that men receive a boost in hireability (i.e., an increased likelihood of obtaining a job offer) for exhibiting gender incongruent (i.e., high) levels of warmth, but women do not receive a backlash in hireability for exhibiting gender incongruent (i.e., low) levels of warmth. In our second study (a laboratory experiment), we replicate and extend these findings by elucidating why they occur: warmth reduces relational uncertainty for male, but not female, applicants. In our third study (another laboratory experiment), we again replicate and extend our findings by identifying when these effects are stronger: in male‐dominated roles. Our investigation suggests that the valence of the gender stereotype violation matters when it comes to hiring decisions. Indeed, we find that displaying warmth appears to promote, rather than impede, career outcomes for men. [ABSTRACT FROM AUTHOR]

Oncology clinicians often miss opportunities to communicate empathy to patients. The current study examined the relationship between implicit bias (based on cancer type and ethnicity) and medical students' empathic communication in encounters with standardized patients who presented as Hispanic (lung or colorectal) individuals diagnosed with cancer. Participants (101 medical students) completed the Implicit Association Test (IAT) to measure implicit bias based on cancer type (lung v. colorectal) and ethnicity (Hispanic v. non-Hispanic White). Empathic opportunities and responses (assessed by the Empathic Communication Coding System; ECCS) were evaluated in a mock consultation (Objective Structured Clinical Examination; OSCE) focused on smoking cessation in the context of cancer. Among the 241 empathic opportunities identified across the 101 encounters (M = 2.4), 158 (65.6%) received high empathy responses from the medical students. High empathy responses were most frequently used during challenge (73.2%) and emotion (77.3%) opportunities compared to progress (45.9%) opportunities. Higher levels of implicit bias against Hispanics predicted lower odds of an empathic response from the medical student (OR = 3.24, p =.04, 95% CI = 0.09–0.95). Further work is needed to understand the relationship between implicit bias and empathic communication and inform the development of interventions. [ABSTRACT FROM AUTHOR]

Aims: To investigate how nurses' implicit and explicit attitudes towards people with disabilities (PWD) compare to (1) other healthcare providers and (2) non‐healthcare providers. Method: We present an analysis of secondary data from the publicly available disability Implicit Association Test (IAT). We compare the explicit and implicit attitudes towards PWD for (1) nurses (n = 24,545), (2) other healthcare providers (n = 57,818) and (3) non‐healthcare providers (n = 547,966) for a total of 630,238 respondents, between 2006 and 2021. Data Sources: We use publicly available data for the Disability IAT from Open Science Framework repository of Project Implicit available at https://osf.io/tx5fi/. Reporting: STROBE checklist. Results: There is a distinct contrast between nurses' explicit and implicit attitudes. While nurses have more positive explicit attitudes towards PWD compared to other groups, they also have more negative implicit attitudes towards PWD. As such there is a contrast between nurses' stated (explicit) attitudes and their unconscious (implicit) attitudes towards PWD. Further, we find that implicit bias towards PWD—among all groups—has not improved over the 15 year period of our sample. Conclusions: We present a contrast between nurses' explicit and implicit attitude towards PWD compared to non‐healthcare providers. We posit that implicit bias is driven by a combination of workload and stress which drives nurses to unconscious modes of thinking more frequently. Implications: We discuss three potential tools for improved educational praxis regarding treatment of PWD; (1) more PWD service user involvement, (2) the use of mindfulness techniques to reduce stress and (3) the use of patient contact simulation to promote education and understanding. Patient or Public Contribution: There is no patient or public contribution. [ABSTRACT FROM AUTHOR]

Women who enter professions that have previously been male‐dominated often struggle to rise through ranks to leadership positions. Herein, we present the findings of a 12‐month cross‐sector intervention focused on embedding practices into organizations to create an inclusive organizational environment that fostered the development of women leaders. The intervention focused on three male‐dominated sectors, sport, surgery and trades. Managing the intervention was an Advisory Group that comprised researchers, and leaders from a national member Association and Organization within each sector. The Advisory Group's goal was to provide support and guidance to assist Organizations with the task of changing and challenging their values toward a feminist orientation. Post‐intervention interviews were conducted with women leaders and Advisory Group Members, to examine how Organizations can build their capacity to embed practices and policies to encourage women as leaders. Extending on a conceptualization of continuum of care across three focus areas we discuss how capabilities were affirmed through visible and accessible career pathways; the empowering potential of mentoring and networking; and creating cultures of belonging through addressing unconscious bias. [ABSTRACT FROM AUTHOR]

Occupational gender stereotypes develop from early age and contribute to occupational gender imbalance. Previous research used questionnaires or interviews to investigate children's explicit stereotypes and where drawings have been used, mostly men‐dominated occupations have been considered. This study used drawings and interviews to assess implicit stereotypes of both men and women‐dominated occupations and whether children's sex, age and cultural background predicted these stereotypes. Two hundred and forty‐three 6‐to‐7‐year‐olds and 10‐to‐11‐year‐olds in Britain and Argentina‐encompassing both Global South and Global North perspectives‐ drew five human figures: (i) person of their choice, (ii) dancer, (iii) nanny (iv) firefighter and (v) pilot. In interviews, children confirmed and justified their gender choices for each drawing. Results indicate gender stereotypes in children from both countries, especially towards women‐dominated occupations. Girls exhibited more rigid gender views than boys. These findings suggest widespread and culturally consistent occupational gender stereotypes, potentially limiting children's future job choices. [ABSTRACT FROM AUTHOR]

Children tend to answer yes-no questions with unelaborated "yes" and "no" responses, but the types of details likely omitted from unelaborated answers have not been explored. This study examined 379 4- to 12-year-olds' answers to yes-no questions in forensic interviews about CSA (N = 11,187), focusing on age differences in elaborated responses. As expected, older children elaborated more frequently than younger children. Our novel categorization of elaboration types revealed that although there were no age differences in children's use of nominal corrections (correcting a label), or in emphatic negations (giving forceful denials), older children were more likely to give narrative elaborations (providing additional narrative information), wh-elaborations (answering implicit wh-questions), and qualified elaborations (avoiding potentially misleading implications of unelaborated "yes" and "no" responses). The results suggest that children's developing understanding of the implied meaning of questions and responses helps to explain age differences in elaborative responses to yes-no questions. [ABSTRACT FROM AUTHOR]

The current study examined ethnic representation and stereotypes in textbooks from two core secondary school subjects: maths and Dutch. We examined all 25 hard-copy textbooks used in first-year secondary schools in the Netherlands in 2019, and coded characters' ethnic background, competence-related activities, and occupational status. Ethnicity was identifiable for 8897 characters. Results indicate that characters of colour were underrepresented in the text and images in the textbooks compared to Dutch population statistics. Additionally, subtle stereotypical patterns were found in which characters of colour were less competent and lower in occupational status than White characters. These findings suggest that implicit biases influence which groups are featured and how they are portrayed. To help all students to reach their full potential and develop an inclusive worldview, we recommend publishers use publicly available tools (e.g. random name generators) to make their textbooks more inclusive. [ABSTRACT FROM AUTHOR]

Background: Evidence is mounting that the biopsychosocial paradigm is more accurate and useful than the biomedical paradigm of care. Habits of thought can hinder the implementation of this knowledge into daily care strategies. To understand and lessen these potential barriers, we asked: 1) What is the relative implicit and explicit attitudes of musculoskeletal surgeons towards the biomedical or biopsychosocial paradigms of medicine? 2) What surgeon factors are associated with these attitudes? Methods: An online survey-based experiment was distributed to members of the Science of Variation Group (SOVG) with a total of 163 respondents. Implicit bias towards the biomedical or biopsychosocial paradigms was measured using an Implicit Association Test (IAT) designed by our team using open-source software; explicit preferences were measured using ordinal scales. Results: On average, surgeons demonstrated a moderate implicit bias towards the biomedical paradigm (d-score: -0.21; Interquartile range [IQR]: -0.56 to 0.19) and a moderate explicit preference towards the biopsychosocial paradigm (mean: 14; standard deviation: 14). A greater implicit bias towards the biomedical paradigm was associated with male surgeons (d-score: -0.30; IQR: -0.57 to 0.14; P = 0.005). A greater explicit preference towards the biomedical paradigm was independently associated with a European practice location (Regression coefficient: -9.1; 95% CI: -14 to -4.4; P <0.001) and trauma subspecialty (RC: -6.2; 95% CI: -11 to -1.0; P <0.001). Conclusions: The observation that surgeons have an implicit bias favoring the biomedical paradigm might inform strategies for implementation of care strategies based on evidence favoring the biopsychosocial paradigm. [ABSTRACT FROM AUTHOR]

Introduction: Health inequalities represent a major challenge in contemporary medicine, with some attributed to racial biases. Recently, in the United States, a call to combat discrimination in the field of health has resonated, particularly in the context of the COVID-19 crisis, in which minorities have been disproportionately affected. These calls echo recommendations from the Institute of Medicine dating back to 2001, urging the fight against inequalities in access to health care. In France, inequalities based on presumed origin persist, yet medical education on these issues is virtually nonexistent. Materials and Methods: We conducted a scoping review literature review in accordance with the JBI recommendations for scoping review writing and applied the Preferred Reporting Items for Systematic reviews and Meta-Analyses extension for Scoping Reviews (PRISMA-ScR) checklist to explore existing conceptual and educational data on racial biases in medicine. The inclusion criteria were interventional studies or evaluations of existing educational programs in medical training addressing the fight against racial biases in clinical settings published in French or English between 2003 and 2023. Six databases were systematically consulted. Results: Out of 748 initial studies, 28 were included in our study. The median number of participants in the studies was low, interventions were diverse, and participants were generally well received, most of whom were self-selected. No study has evaluated the clinical impact of these interventions. The highlighted concepts included levels of racism, cultural competence, cultural humility, and critical race theory. Discussion: The authors most frequently referred to institutionalized racism, demonstrating the systemic nature of these issues. At an individual level, implicit and unconscious biases were most often emphasized. It appears that the concept of "race" is a sociopolitical construct without supporting biological determinants. Humility is central to this field of study, as it encourages questioning of individual or collective medical practices. In France, the context, including the prohibition of ethnic statistics, may hinder the objectification of discrimination. Immersion and virtual patient scenarios emerged as potential solutions for evaluating the clinical impact of interventions. A more horizontal medical pedagogy seems better suited to teach these sensitive issues. [ABSTRACT FROM AUTHOR]

This article reports the findings, reflections and lessons learnt from teaching a module on anti-LGB oppression, heterosexual privilege, homophobia and the need for LGB inclusion. It reports the knowledge learnt by heterosexual-identifying university students in Nigeria and their attitudes and responses toward the challenges facing LGB persons. The author draws on evidence from brainstorming sessions, group discussions and other participatory methodologies utilized. The teaching intervention exposed the prejudice, stereotypes and implicit biases of the heterosexual-identifying students toward LGB persons and highlighted the importance of challenging these views in order to disrupt heterosexism. Many participants acknowledged their heterosexual privileges and the disadvantages LGB persons face in society. The teaching intervention led to an increase in the awareness of participants about homophobia and heterosexism as shown by the sympathy the students expressed toward LGB persons who face homophobic victimization and stress. The teaching intervention revealed that some participants have the potentials of becoming heterosexual allies of LGB persons and possibly agents of change in challenging heterosexism and homophobia in Nigeria. The intervention revealed some factors which influenced some students to agree with confronting heterosexism and homophobia as well as factors which contribute to the reluctance of heterosexual-identifying students in assimilating knowledge on anti-heterosexism. [ABSTRACT FROM AUTHOR]

This paper offers a case study of the Life History of the Word Gap (WG) Story, the most prominent deficit discourse of the contemporary era. Mindful of mounting critiques of deficit thinking and informed by Bakhtinian theory, we seek to understand the Story's ascendance by interrogating its evolving historical context. Where did the Story begin, what fueled its circulation, what were its consequences, and how does it end? We found that implicit biases of class, race, and method converged with sociopolitical developments to create a thoroughly flawed but remarkably resilient WG Story. Heedless of history, structural inequalities, and contradictory evidence from other disciplines, the Story spread across American research, policy, and media, attaining the status of received wisdom and infiltrating schools. Ethnographic studies revealed that the Story stigmatizes poor youngsters, shapes teachers’ and peers’ perceptions, and creates discriminatory programs and practices. We conclude by addressing obstacles to imagining new stories. [ABSTRACT FROM AUTHOR]

Background: The rapid advancement of gerontechnology, technologies for older adults, needs a collaboration that integrates the efforts of researchers, industry and community partners. Multisector collaboration fosters a holistic view of technologies, merging industry expertise, academic rigour, and the lived experiences of older adults and caregivers. This paper explores the role of Equity, Diversity, and Inclusion (EDI) perspectives in Patient and Public Involvement (PPI). Methods: We present two case studies from Canada and Australia. Study One involves a dementia television project, and Study Two is an innovative rural dementia care project. Data sources included transcripts of the case studies' focus groups, research meeting notes, and associated study publications between 2021 and 2023 and 2016–2024, respectively. Utilizing Rolfe's reflective model, we reflected on lessons learned regarding challenges, strategies, and their implications for future research. Our analysis focused on two questions: (1) What were the common challenges of partnering with industry and PPI in the research process? And (2) How can EDI be applied to help overcome those challenges? Results: Thematic analysis identified five common themes of challenges and ten practical strategies. The challenges are (1) experiential bias, (2) underrepresentation, (3) communication gaps, (4) mistrust and (5) power dynamics. Based on the lessons learned, we identified ten practical strategies using EDI principles: (1) seek diverse representation, (2) establish transparent agreements, (3) adopt inclusive language and cultural sensitivity, (4) apply flexibility to learn and adapt, (5) embed team reflection (6) take time to build trust and relationships, (7) facilitate meaningful engagement, (8) provide equitable recognition and opportunity, (9) foster a respectful environment for knowledge transfer, and (10) cultivate a long-term sustained relationship. Conclusion: The older population is diverse, and their needs are complex. EDI considerations contribute to fostering research excellence and maximizing the potential of PPI to develop technologies to improve aging experiences that truly meet the diverse needs of older adults for societal impact. Multisector collaboration requires clear communication and intentional efforts to build trust. EDI considerations should be embedded at every stage of the research process. This paper outlines common challenges, strategies, and implications as practical tips for future research and practice. Plain English Summary: Background: The development of technologies for older adults needs a collaboration that integrates the efforts of researchers, industry and community partners. This paper explores the role of Equity, Diversity, and Inclusion (EDI) perspectives in Patient and Public Involvement (PPI). Methods: We present two case studies from Canada and Australia. Study One involves a dementia television project, and Study Two is an innovative rural dementia care project. We reflected on lessons learned regarding challenges, strategies, and their implications for future research. Our analysis focused on two questions: 1) What were the common challenges of partnering with industry and PPI in the research process? And 2) How can EDI be applied to help overcome those challenges? Results: We identified five common themes of challenges and ten practical strategies. The challenges are (1) implicit bias, (2) underrepresentation, (3) communication gaps, (4) mistrust and (5) power dynamics. Based on the lessons learned, we identified ten practical strategies using EDI principles: (1) recruit for diverse representation, (2) establish transparent agreements, (3) incorporate inclusive language and cultural sensitivity, (4) apply flexibility to learn and adapt, (5) embed team reflection (6) take time to build trust and relationships, (7) facilitate meaningful engagement, (8) ensure equitable recognition (9) foster a respectful environment for shared learning, and (10) cultivate a long-term sustained relationship. Conclusion: This paper outlines common challenges, strategies, and implications as practical tips for future research and practice. [ABSTRACT FROM AUTHOR]

Artificial Intelligence (AI) strives to create intelligent machines with human-like abilities. However, like humans, AI can be prone to implicit biases due to flaws in data or algorithms. These biases may cause discriminatory outcomes and decrease trust in AI. Bias in higher education admission may limit access to opportunities and further social inequalities, often due to implicit biases in data processing and decision-making. Addressing and recognizing implicit biases in AI is essential to create equal access to higher education admission and opportunities for students. To combat AI implicit biases, it is necessary to monitor and assess their performance and train them using unbiased data and algorithms. This ensures that all students have equal access to higher education and the opportunities it provides them. While the recent studies reviewed the algorithmic approaches to reducing bias, this article focuses instead on exploring the current understanding of the impacts of AI implicit bias in higher education and its implications for admissions. Furthermore, it evaluates the interactions between AI technology and education, specifically in mitigating AI implicit bias algorithms that can be leveraged to achieve inclusive and equitable quality education and promote lifelong learning opportunities for all. [ABSTRACT FROM AUTHOR]

The Russian word Imperskost’, which can be translated into English as ‘imperiality’, is a useful theoretical concept for scholarly writing in English that addresses individuals’ and countries’ imperial ambitions. In this note, I explore the meaning and relevance of this concept to our daily lives. Contrary to some existing definitions of Imperskost’ in terms of political economy, history, psychology (as an unconscious bias) and its primordial origins, I argue that this feeling is primarily personal and located in the human body. Imperskost’ is thus embodied as an emotion articulated and expressed as a sense of privilege, superiority and/or entitlement. Confronting Imperskost’ – whether one is a Russian citizen, a Russian speaker or not – is essential for overcoming it. Since scholarly works, including Central (Eur)Asian ethnography, can be sites for the formation and maintenance of Imperskost’, internal disciplinary criticism and reflection are necessary for its undoing. However, this process begins with the individual. [ABSTRACT FROM AUTHOR]

Background: Weight stigma among healthcare professionals is associated with negative health impacts on patients, yet there are few effective strategies to combat weight stigma among health professional learners. The Body Advocacy Movement-Health (BAM-Health) is a novel group-based, peer-led stigma reduction intervention for health professional students that targets weight stigma across intrapersonal, interpersonal, and structural levels. The present study (1) assesses short-term impacts of BAM-Health participation on intrapersonal and interpersonal weight bias compared to an informational brochure control condition and (2) explores the feasibility and acceptability of BAM-Health among a sample of health professional students. Methods: Sixty-seven health professional students participated in BAM-Health (n = 34) or received an informational brochure about weight stigma (n = 33). Participants completed validated self-report surveys assessing internalized weight/ appearance concerns and interpersonal weight stigma prior to their assigned intervention (baseline), immediately following intervention (post-intervention), and four weeks after intervention (follow-up). Baseline to post-intervention and baseline to follow-up effect sizes on each measure were calculated. At post-intervention, participants completed feedback surveys for thematic assessment. Results: BAM-Health participation had a large baseline to post-intervention effect on internalized weight/ appearance concerns that diminished slightly at follow-up (Cohen's d = -0.88; d = -0.62). Receipt of the informational brochure had a small effect on internalized weight/ appearance concerns (d = -0.27); however, these changes were not sustained at follow-up (d = 0.04). BAM-Health participation resulted in reductions in interpersonal obesity stigma and anti-fatness with small effect sizes (d = -0.32; d = -0.31). The effect on obesity stigma was slightly amplified at follow-up (d = -0.43); however, decreases in anti-fatness were not sustained (d = -0.13). The brochure condition failed to demonstrate effects on anti-fatness (d = 0.13, d = 0.14) or obesity stigma (d = -0.12; d = -0.12) at either time point. Between-session attrition rates of 4.5%, favorable quantitative ratings on post-session acceptability surveys, and free responses demonstrating appreciation of the virtual group environment and session activities reflect feasibility and acceptability of BAM-Health. Conclusions: BAM-Health is a novel peer-led intervention that aims to reduce weight stigma among health professional students. BAM-Health met feasibility benchmarks and received positive feedback from participants, demonstrating acceptability and indicating interest among health professional students in analyzing and reducing weight stigma in their personal lives and careers. The intervention led to promising decreases in internalized and interpersonal weight stigma at post-intervention, some of which were sustained at follow-up. However, lack of effect on internalized weight/ appearance concerns measures may indicate that BAM-Health participants are more likely to reject weight stigma directed toward others following intervention, while maintaining thin ideals for themselves. Further investigation of BAM-Health with a larger sample and continued program development is warranted. Plain English Summary: Weight stigma refers to negative attitudes or harmful behaviors directed toward oneself (internalized weight stigma) or others (interpersonal weight stigma) on the basis of body weight. Structural weight stigma refers to policies or norms that harm people who have higher body weights. Weight stigma in healthcare in particular can contribute to negative physical and emotional health outcomes among patients. To examine strategies to mitigate weight stigma in healthcare, health professional students at a large university in the United States – including students in medical, nursing, and physical therapy programs – participated in the Body Advocacy Movement-Health (BAM-Health), a program created to decrease weight stigma in this population. Participants completed surveys prior to and after BAM-Health that indicated modest reductions in internalized and interpersonal weight stigma four weeks after completion of the intervention, whereas those in the comparison arm did not demonstrate sustained changes in measures of weight stigma. Furthermore, participants indicated that they enjoyed involvement in BAM-Health and found it useful both personally and professionally. Future research with larger, more diverse sample sizes is necessary to determine whether BAM-Health is effective at reducing weight stigma among health professional students and whether it improves quality of care for patients in larger bodies. [ABSTRACT FROM AUTHOR]

Summary We conducted a systematic review and meta‐analysis to determine the efficacy of interventions aimed at reducing weight bias in healthcare students, and to explore factors that may impact intervention success. A systematic review and random‐effects meta‐analyses were conducted by including studies that examined the efficacy of weight bias reduction interventions for healthcare students. Of the 3463 journal articles and dissertations screened, 67 studies (within 64 records) met inclusion criteria, with 35 studies included in the meta‐analyses (explicit = 35, implicit [and explicit] = 10) and 32 studies included in the narrative synthesis (explicit = 34, implicit [and explicit] = 3). Weight bias interventions had a small but positive impact, g = −0.31 (95% CI = −0.43 to −0.19, p < 0.001), in reducing students' explicit weight bias but there was no intervention effect on implicit weight bias, g = −0.12 (95% CI = −0.26 to 0.02, p = 0.105). There was considerable heterogeneity in the pooled effect for explicit bias (I2 = 74.28, Q = 132.21, df = 34, p < 0.001). All subgroup comparisons were not significant (p > 0.05) and were unable to explain the observed heterogeneity. Narrative synthesis supported meta‐analytic findings. The small but significant reduction of explicit weight bias encourages the continued testing of interventions, irrespective of variation in individual intervention components. Contrarily, reductions in implicit weight bias may only be possible from a large societal shift in negative beliefs and attitudes held towards people living in larger bodies. [ABSTRACT FROM AUTHOR]

Forensic examiners often provide reports for individuals seeking redress in courts or tribunals after experiencing sexualized violence. How sexualized violence is described shapes how both examiner and readers perceive the nature, severity, and impact of what occurred. An examiner’s description may, however, be influenced by unconscious bias due to (a) the behavioral similarity between sexualized violence and consenting sexual relations and (b) false societal beliefs about gender, sexuality, and rape. Such influences may shape perceptions of whether the victim was consenting or coerced, whether the perpetrator’s behavior was transgressive, violent, or premeditated, and the extent to which the victim was harmed. To reduce possible bias, we recommend that examiners routinely (a) use the words “sexualized violence” and “sexual relations” accurately, (b) report adequately complete factual information relating to the plaintiff/defendant relationship, (c) report an adequately complete and factual account of the behaviors, thoughts, and feelings of plaintiff and defendant, and (d) communicate findings and opinion using neutral, behavioral, and direct language. These recommendations should be implemented in the context of current knowledge relevant to forensic assessment of sexualized violence, including trauma-informed practices. These steps will help to ensure that forensic descriptions of sexualized violence are adequately complete, neutral, and fair. [ABSTRACT FROM AUTHOR]

Objective Methods Results Discussion Letters of recommendation (LORs) are an important part of pain medicine fellowship applications that may be subject to implicit bias by the letter's author. This study evaluated letters of recommendation for applications to pain medicine fellowships in the United States to characterize biases and differences among applicants over four application cycles.This was a retrospective single‐site cohort study. De‐identified LORs were collected from 2020 to 2023 from one institution. The Valence Aware Dictionary and sEntiment Reasoner (VADER) natural language processing package scored positive LOR sentiment. In addition, the deep learning tool, Empath, scored LORs for 15 sentiments. Wilcoxon rank‐sum and one‐way ANOVA tests compared scores between applicant demographics: gender, race, medical school type, residency specialty, and chief resident status, as well as letter writers' academic position.Nine hundred and sixty‐four applications were studied over four application cycles. Program directors wrote fewer words (p = 0.020) and less positively (p < 0.001) compared to department chairs and letter writers with neither position. Department chairs wrote with less “negative emotion” compared to both program directors and writers with neither position (p < 0.001). Anesthesiologist applicants received more letters highlighting “achievement” (p < 0.001) while PM&R applicants submitted letters with less “negative emotion” (p < 0.001) compared to other specialties. Chief residents' letters scored higher in “leader” sentiment (p < 0.001) and lower in “negative emotion” (p < 0.001).Linguistic content did not favor certain genders or races over others. However, disparities in LORs do exist depending on an applicant's specialty and chief resident status, as well as the academic status of the letter writer. [ABSTRACT FROM AUTHOR]

Background Medical students from racially minoritized backgrounds receive negative evaluations more frequently, possibly from implicit bias. Objective To determine if a preference for White applicants over Asian and Black applicants exists among resident and attending reviewers of obstetrics and gynecology (OB/GYN) residency applications. Methods In 2021, we sampled academic OB/GYN physicians from 6 academic institutions to randomly receive questionnaire form A or B, each containing 4 contrived Electronic Residency Application Service profiles stratified by United States Medical Licensing Examination scores; institutions attended; and strength of recommendation letters into top-, mid-, and low-tiers. Form A applicants were White top-tier, White mid-tier without resilience, Asian mid-tier with resilience, and White low-tier. Form B applicants were Black top-tier, Asian mid-tier without resilience, White mid-tier with resilience, and White low-tier applicants. Both questionnaires' profiles were identical except for applicants' names and races. The primary outcome was participants' rankings of applicants from most to least desirable. Baseline characteristics of participants were compared with chi-square tests. Rankings were compared using generalized estimating equations to calculate the odds ratio (significance P<.05). Results One hundred and ninety-one were invited to participate; 109 participants started the questionnaire, and 103 ranked applicants (response rate 54%). Fifty-three participants completed form A, and 56 completed form B. No significant differences were found in participants' demographics. Participants frequently ranked White applicants significantly more highly than Black applicants (-3.3, 95% CI -3.5, -3.1) and Asian applicants (-3.3, 95% CI -3.5, -3.1). Conclusions Despite identical qualifications, a stronger preference for White applicants over Black or Asian applicants was found. [ABSTRACT FROM AUTHOR]

Despite the ever-growing presence of Black immigrant college students in the United States, little is known about their unique campus experiences or their mental health outcomes as it relates to psychopolitical determinants of well-being. This qualitative study aimed to explore the unique psychopolitical experiences of 14, first- and second-generation Black immigrant college students attending predominately White institutions in the United States. Using the theoretical frameworks of critical race theory, intersectionality, and psychopolitical validity to guide our study, a phenomenological approach uncovered six themes and 11 subthemes: (1) collective well-being, (2) relational well-being, (3) individual well-being (purpose; health and wellness; critical consciousness), (4) collective suffering (neocolonialism, oppressive policies, and political violence; institutional oppression; barriers to mental health care), (5) relational suffering (implicit racial bias, stereotypes, and microaggressions; violence and brutality), and (6) individual suffering (ethno-racial trauma; isolation; school-related stress). We highlight implications for practitioners working with Black immigrant college students such as providing culturally responsive mental health care and advocating for decolonized and antiracist trainings at predominately White institutions. Public Significance Statement: Little is known about the intersectional experiences of Black immigrant college students attending predominately White institutions in the United States. The present study sheds light on the experiences of psychopolitical well-being and psychopolitical suffering that these students experiences as they navigate higher education. [ABSTRACT FROM AUTHOR]

Entities of low prevalence are evaluated as more extreme in their characteristics than those of high prevalence. We extended this idea to minorities, which by definition have fewer members than majorities, and found converging evidence for a minority extremity bias (MEB; N = 957). Participants associated the term 'minority' (rather than 'majority') with higher extremity (Study 1). Minorities were associated with higher extremity than majorities (Study 2). We added a manipulation of the minority size (Study 3, Part 1). Results indicated that the MEB is stronger for very small minorities than for small minorities. Participants assigned extreme behaviour more often to a minority than to a majority (Study 3, Part 2). We extended the MEB to more extreme ratings of minorities on evaluation scales (Study 4). Prevalence of group members correlated negatively with the extremity of group stereotyping (n = 118 groups; Study 5). Participants rated minorities on induced stereotypes more extreme than majorities (Study 6). We discuss the MEB in the context of alternative explanations such as the outgroup extremity effect. Taken together, this research demonstrates the MEB, which is a novel exploration in the realm of group evaluation that contributes to existing literature. [ABSTRACT FROM AUTHOR]

Exploring what modulates people's trust in evidence of hiring discrimination is crucial to the deployment of corrective policies. Here, we explore one powerful source of variation in such judgments: moral commitment to gender equality (MCGE), that is, perceptions of the issue as a moral imperative and as identity‐defining. Across seven experiments (N = 3579), we examined folk evaluations of scientific reports of hiring discrimination in academia. Participants who were more morally committed to gender equality were more likely to trust rigorous, experimental evidence of gender discrimination against women. This association between moral commitment and research evaluations was not reducible to prior beliefs, and largely explained a sex difference in people's evaluations on the issue. On a darker note, however, MCGE was associated with increased chances of fallaciously inferring discrimination against women from contradictory evidence. Overall, our results suggest that moral convictions amplify people's myside bias, bringing about both benefits and costs in the public consumption of science. [ABSTRACT FROM AUTHOR]

In this article, the authors discuss zero tolerance policies and implications for those they affect most, namely students of color (e.g., Black, American Indian, Latino/a/e) and students with disabilities. First, we present a brief history of the use of zero tolerance policies in school discipline and review the literature on their effects. Although these policies seem race neutral, racial and ethnic disproportionality in their use is well documented. Then, the authors examine implicit bias as a contributor to a negative cycle of student-teacher interactions that influence disparate disciplinary outcomes. Lastly, the authors present recommendations for practice, including policy changes, systems for prevention, approaches for managing behavioral errors, and a promising approach to counteract bias in discipline decision making. [ABSTRACT FROM AUTHOR]

Background Methods Results Conclusion In Australia and New Zealand, competitive selection processes for surgical specialty training programs often use a standardized curriculum vitae (CV) to assess criteria such as professional achievements. This review aims to assess the predictive validity, standardization, and implicit biases of these selection methods, as well as their implications for trainees and the diversity of surgical cohorts.The 2023 CV scoring criteria were collected for all available specialty surgical programs in Australia and New Zealand. In 2023, each of the 11 surgical craft programs published publicly available standardized CV scoring criteria. In this study, scored items that constitute ‘professional achievements’ were recorded and tabulated. Observational analysis of the collected data was then conducted.In 2023, each of the 11 specialty surgical craft programs published publicly available structured CVs, of which 10/11 allocated points for professional achievements. Designated points for professional achievements were classified as awards, scholarships, committee positions, and prior training courses: 4/11 programs offered points for scholarships/grants, 6/11 programs offered points for academic and/or non‐academic prizes, and 8/11 programs offered points for professional development courses. Observational analysis of these findings suggests that professional achievements are desired in training program applicants.Variability in medical school opportunities and inherent heterogeneity reduce the CV's efficacy, unfairly disadvantaging some applicants. Observational analysis of hence highlights the need for future research to assess potential updates in CV parameters to enhance predictive validity, reduce bias, and promote diversity. [ABSTRACT FROM AUTHOR]

Background: Weight stigma is pervasive within healthcare and negatively impacts both access to care and the patient‐practitioner relationship. There is limited evidence on weight stigma among registered dietitians, particularly in the United Kingdom, though data show weight‐related prejudice towards people living with obesity. The aim of this study was to examine both explicit and implicit weight stigma in practicing dietitians in the United Kingdom, as well as the lived experience of weight stigma among dietitians, both towards themselves and towards others. Methods: An online cross‐sectional survey was disseminated between February and May 2022 using snowball sampling. Inclusion criteria were that participants were UK registered dietitians aged 20–70 years. Results: Four hundred and two dietitians responded to the survey (female [94.1%], mean age 40.2 years [standard deviation (SD) 10.7]; White ethnicity [90%]; median 12 years [interquartile range (IQR) 6, 22] within dietetic practice). Mean self‐reported body mass index was 25.1 kg/m² (SD 8.7). Most dietitians reported experiencing weight stigma prior to (51%) and postregistration (59.7%), whereas nearly a quarter (21.1%) felt that weight influenced their ability as a dietitian. Weight stigma was experienced across the weight spectrum. Overall participants reported explicit weight bias attitudes, moderate beliefs that obesity is controllable and implicit antifat bias. Within open‐ended responses, dietitians reported three key themes related to their personal experiences of weight stigma: (1) experiences of stigma in dietetic practice, (2) impact of weight stigma and (3) perception of weight, appearance and job. Conclusion: This study shows that UK dietitians exhibit both explicit and implicit weight bias towards people living with obesity. Dietitians reported experiencing weight stigma, which impacted their career‐related decisions and their perception of their own ability to perform as dietitians. The study highlights the need to address weight stigma and its implications within the dietetic profession. Key points: Dietitians personally experience weight stigma prior to and post registration. Experiencing stigma impacts on career‐related decisions, the area of expertise dietitians choose and their confidence in their own abilities to practise as dietitians.Weight stigma is experienced across the weight spectrum.These data show that dietitians have both explicit and implicit bias towards people living with obesity.Our data highlight the need for weight stigma to be addressed within dietetic practice, both from a patient‐practitioner and professional point of view.There is a need for dietetic associations to address how weight stigma impacts the profession. [ABSTRACT FROM AUTHOR]

This study uses a sample of police leaders from across the United States to explore the extent to which their support for civilian oversight boards and implicit bias training, as two aspects of police reform intended to improve racial injustices, relate to their belief that systemic racism is an issue in criminal justice. Presented in the context of symbolic racism theory, we assess how respondents' willingness to acknowledge systemic racism in criminal justice relates to more supportive perceptions of civilian oversight boards and implicit bias training. These relationships remain significant even when controlling for other individual and agency-level factors that are known to affect perceptions of systemic racism and support for public policies designed to improve racial justice. This study discusses the need for additional research and consideration of how police officers' racialized attitudes relate to their support for common reform recommendations. [ABSTRACT FROM AUTHOR]

People who experience symptoms of autoimmune diseases often have to struggle for illness recognition. Women experiencing such symptoms face additional challenges as their accounts of pain are frequently treated with skepticism. This study examines experiences of people living with Sjögren's Syndrome, an autoimmune disease which is primarily diagnosed in women, by conducting an analysis of individual vlogs posted on YouTube using the themes of gender, chronic illness and neoliberal governmentality. Sjögren's Syndrome is the second most common rheumatic disease after rheumatoid arthritis and affects nearly 4 million people in the United States alone. An analysis of 70 vlogs posted by people living with the disease revealed the challenges faced by them including diagnostic delays and perceived attitudinal biases amongst medical professionals, especially in the context of the gender of the patients. Apart from highlighting the impact of the disease on their gendered roles, the vloggers urged viewers to conduct their own research on the disease and advocate for themselves during interactions with physicians. The study illuminates how dissatisfaction with healthcare services reinforces neoliberal rationalities such as individual advocacy, resilience and self-labor. The findings of the study delineate the role of neoliberal governmentality in making self-management of chronic illnesses such as Sjögren's Syndrome an internalized ideal for women living with the disease. Additionally, the study provides empirical evidence of the need for addressing the medical and socio-cultural factors that contribute to delays in the diagnosis and management of Sjögren's Syndrome. [ABSTRACT FROM AUTHOR]

Objective While there are known racial disparities in cesarean delivery (CD) rates, the exact etiologies for these disparities are multifaceted. We aimed to determine if differences in induction of labor (IOL) management contribute to these disparities. Study Design This retrospective cohort study evaluated all nulliparous patients with an unfavorable cervix and intact membranes who underwent IOL of a term, singleton gestation at a single institution from October 1, 2018, to September 30, 2020. IOL management was at clinician discretion. Patients were classified as Black, Indigenous, and People of Color (BIPOC) or White based on self-report. Overall rates of CD were compared for BIPOC versus White race. Chart review then evaluated various IOL management strategies as possible contributors to differences in CD by race. Results Of 1,261 eligible patients, 915 (72.6%) identified as BIPOC and 346 (27.4%) as White. BIPOC patients were more likely to be younger (26 years interquartile range (IQR): [22–30] vs. 32 years IQR: [30–35], p < 0.001) and publicly insured (59.1 vs. 9.9%, p < 0.001). Indication for IOL and modified Bishop score also differed by race (p < 0.001; p = 0.006). There was 40% increased risk of CD for BIPOC patients, even when controlling for confounders (30.7 vs. 21.7%, p = 0.001; adjusted relative risk (aRR) = 1.41, 95% confidence interval (CI): [1.06–1.86]). Despite this difference in CD, there were no identifiable differences in IOL management prior to decision for CD by race. Specifically, there were no differences in choice of cervical ripening agent, cervical dilation at or time to amniotomy, use and maximum dose of oxytocin, or dilation at CD. However, BIPOC patients were more likely to undergo CD for fetal indications and failed IOL. Conclusion BIPOC nulliparas are 40% more likely to undergo CD during IOL than White patients within our institution. These data suggest that the disparity is not explained by differences in IOL management prior to cesarean, indicating that biases outside of induction management may be important to target to reduce CD disparities. Key Points The etiologies for racial disparities in cesarean are likely multifaceted. In this work, there were no differences by race in measures of labor induction management. Biases outside of induction management during labor may be targeted to reduce CD disparities. [ABSTRACT FROM AUTHOR]

Objective: Physical activity is important for health, yet most young adults are insufficiently active. Physical activity is regulated in part, by habit, typically operationalised as automaticity. Little is known about the characteristics of automaticity, or whether broad bandwidth unidimensional measures of automaticity for physical activity are superior to narrower bandwidth multi- dimensional measures. Design: This secondary analysis (N = 238) investigated the nature of automaticity, and relations between the dimensions of automaticity, global automaticity, and physical activity.Main Outcome Measures: The structure of the Generic Multifaceted Automaticity Scale (GMAS) was examined by confirmatory factor analyses. Structural equation models were estimated to evaluate relations between automaticity (measured on the GMAS and the Self- Report Behavioral Automaticity Index, SRBAI) and device- measured activity.Results: The hypothesised 3- factor structure of the GMAS was rejected, in favour of a 2- factor solution. Lack of intention/control and efficiency were associated with global automaticity, but not physical activity. Global automaticity was associated with moderate to vigorous physical activity and daily steps, but not light physical activity.Conclusion: Multi- dimensional measures of automaticity may not provide a more nuanced understanding of automaticity when predicting overall physical activity. [ABSTRACT FROM AUTHOR]

There is an unnamed crisis of aesthetic immediacy afoot in the American criminal justice system. Defendants are seen too quickly. Or rather, they are recognized too quickly. They are recognized spatially, at the defense table, surrounded by lawyers and court marshals, playing the protagonists in the court performance. For most observers, this staging and its familiarity bring about a series of untold assumptions—assumptions that, when viewed nakedly, erode the presumption of innocence. While implicit biases and prejudices similarly short-circuit judicial proceedings—procedure and proceduralism itself—nefariously permit implicit narratives to outpace evidence. Tools to interrupt the aesthetics of transgression and its aftermath will serve judicial accuracy without substantial efficiency tradeoffs. While the bifurcation of the guilt and sentencing in American courts laudably partitions the culpability inquiry from the question of deserved punishment—the former, the question of wrongdoing, can never be truly divorced from history, neither personal nor social. Nor should it be. The Anglo-American insistence on a socially ahistorical criminal trial comes at a high cost: real and textured history—the foreground, leadup, and intimate histories of what occurred is kept out, while the more depersonalized histories that undergird daily life, narrative tropes, and mythologies of crime are permitted to play an outsized role. There is no place, as it stands, for simultaneity in truth or a multiplicity of character. This article thinks of ways to render collective transgression and the complexity of truth legally cognizable and to afford individual defendants full subject status as, I argue, the Sixth Amendment demands. It turns to a source famed for disrupting perception and the study of how and why perception is to be unsettled: Russian Formalism. [ABSTRACT FROM AUTHOR]

Purpose: Access to voice care is central to improving the quality of life of patients with voice concerns. However, health care access is a dynamic, complex entity involving various factors, including the voice clinician. The purpose of this clinical focus article is to explicate the impactful role speech pathologists and voice clinicians may play in daily clinical practice to promote health equity through mitigating well-documented negative effects of personal implicit biases in health care and providing culturally responsive practices. Conclusions: Evidence indicates that implicit bias has a grave impact on daily clinical practice and dialogue. Within the complexity of health care access, a clinician either creates barriers or facilitators that determine the acceptability and approachability of the care offered. Unaddressed implicit bias and lack of culturally responsive practices may reduce the quality of care and ultimately hinder a patient from seeking behavioral voice services. However, intentional practices sought by the clinician and health care team to resolve unconscious biases and promote culturally responsive care throughout the therapeutic process are obtainable, as we collectively strive toward health equity for all patients with voice concerns. [ABSTRACT FROM AUTHOR]

We hire 2,228 Indian gig-economy workers for a real-effort transcription task and randomize the gender of the (fictitious) manager as well as the delivery of performance feedback. We find that negative feedback (i.e., criticism) leads to moderate deterioration in worker attitudes, but it increases effort provision in both mandatory and voluntary tasks. By contrast, praise affects neither attitudes nor effort provision. Importantly, feedback effects do not vary between workers assigned to female and male managers. Consistent with this finding, there is no evidence for attention discrimination toward female managers, implicit gender bias, or gendered expectations among workers. By contrast, Abel (J. Human Resources 59, no. 2:470–501, 2024) employs the same research design in the United States and finds substantial gender discrimination and no effect of feedback on effort. This highlights that the effects of feedback and manager gender vary across different contexts. [ABSTRACT FROM AUTHOR]

Student evaluations of teaching (SET) have been examined over the years to better understand the student experience, with an increasing portion of literature exploring the presence of implicit bias in SET surveys against minority gender and ethnic lecturers. This study explores free-text comments made by students from a large public university in Australia over the period 2010-2016, using a semi-supervised statistical approach. Data were collected via surveys administered online at the end of each course to every student officially enrolled in that course via the learning management system, and completion of the surveys was voluntary. We build a probabilistic topic model which incorporates student and lecturer characteristics into the topic formation process. We make statistical inference on the effects of gender and cultural or language backgrounds based on the topic and word prevalence probabilities. The results showed clear separation of topics discussed betweenmale and female lecturers. From a gendered perspective, our topic analyses have found that students are significantly more likely to critique female lecturers to improve on structural aspects of the course, as well as aspects of time management and control of the lecturing environment. In comparison, male lecturers were significantlymore likely to be critiqued on specific aspects related to lecture delivery. Lecturers from non-English speaking backgrounds were more likely to be both critiqued and praised for the clarity of their delivery. [ABSTRACT FROM AUTHOR]

AbstractStudent evaluations of teaching can be unreliable indicators of effective teaching and affected by implicit bias. We conduct a randomized experiment at a selective U.S. liberal arts college in which we vary both the instrument and timing at which we solicit student feedback to assess whether either intervention can mitigate gender disparities in qualitative evaluation comments. External evaluators with expertise in teaching evaluation scored the positivity, specificity, and constructiveness of student comments in control and treatment groups. We find neither intervention is successful in mitigating gender disparities. Students that receive an alternate prompt which highlights the potential for implicit bias and asks them to articulate and apply their own criteria for effective teaching penalize female faculty at similar rates as those receiving a more standard evaluation prompt. We also find no evidence that delaying solicitation of student feedback until the start of the next semester, when students face less stress and fatigue, reduces the gender gap in the positivity of feedback. Instead, we find substantial evidence that the positivity of qualitative student evaluations is affected by student, instructor, and course characteristics across all study conditions. The results suggest that bias in student evaluations may be difficult to mitigate. [ABSTRACT FROM AUTHOR]

Background: Female coaches across all sports and levels are underrepresented on a global scale, existing as peripheral figures on the coaching landscape. This is evident in an Irish context, with a recent report suggesting that just 18.7% of coaches in Gaelic games are female. The reasons for lower levels of female involvement in coaching have been widely documented, and include females feeling undervalued or under-appreciated, lacking confidence, and experiencing a lack of respect, gender stigmatism, and unconscious bias, within unsupportive organisational cultures. The purpose of this research was to examine the impact of structural and cultural factors on female coaches' lived experiences of coaching in Gaelic games. Methods: Following ethical approval, 8 online semi-structured focus groups with 38 female coaches from 5 cohorts; generic, inactive, fulltime paid, coach developers, and cross code coaches were conducted. The data were analysed using thematic analysis. Following transcription, codes and quotes relevant to the main research questions in the study were collated and assessed with reference to the Ecological Intersectional Model. Discussion: Through an iterative process of analysis and interpretation, four key themes, and 13 sub themes were constructed, shaped, and reshaped by the research team. These reflected personal factors, coaching contexts, organisational supports and societal influences that impacted on the lived experiences of female coaches in Gaelic games. These included many barriers and challenges experienced personally and within the organisational culture of Gaelic games that inhibit female involvement and full engagement across the coaching pathway. Leaders within Gaelic games should consider mentorship and networking; development of holistic coaching environments; and greater flexibility in coach education to increase and retain representation of females in coaching. [ABSTRACT FROM AUTHOR]

In the present study we explore how social factors (group contact, individuating experience, implicit racial bias) influence the eye movements made during the visual exploration when judging their aesthetic merit of figurative paintings depicting White and Black sitters. An opportunity sample of participants visiting a gallery in Liverpool viewed ten artworks while their eye movements were recorded and completed a set of individual difference measures. The individual difference measures indicated self-report of art interest, social contact and individuating experience with both Black and White communities, and implicitly held racial bias. The results showed that, despite viewing the paintings for less time, the majority of participants reported paintings showing Black sitters as more interesting, emotionally moving, and pleasurable then those depicting White sitters. However, if a participant reported limited social contact with Black community, and a negative implicit racial bias against them, their rating of aesthetic merit of paintings showing Black sitters was reduced, viewing time increased, and fixations became more focused on faces. The influence of social factors on the viewing of paintings showing White sitters was limited to aesthetic rating. The results are discussed in terms of how social factors influence eye movements when viewing paintings in a real-world setting. [ABSTRACT FROM AUTHOR]

Plain language summary The American Cancer Society National Lung Cancer Roundtable strategic plan for provider engagement and outreach addresses barriers to the uptake of lung cancer screening, including lack of provider awareness and guideline knowledge about screening, concerns about potential harms from false‐positive examinations, lack of time to implement workflows within busy primary care practices, insufficient infrastructure and administrative support to manage a screening program and patient follow‐up, and implicit bias based on sex, race/ethnicity, social class, and smoking status. Strategies to facilitate screening include educational programming, clinical reminder systems within the electronic medical record, decision support aids, and tools to track nodules that can be implemented across a diversity of practices and health care organizational structures.The American Cancer Society National Lung Cancer Roundtable strategic plan to reduce deaths from lung cancer includes strategies designed to support health care professionals, to better understand lung cancer screening, and to support adults who are eligible for lung cancer screening by providing counseling, referral, and follow‐up. [ABSTRACT FROM AUTHOR]

Discrimination persists as a major societal issue, with much attention given to overt biases in areas like labor and housing markets. However, covert discrimination, including implicit biases and microaggressions, remains less explored despite its significant impact on individuals’ opportunities and well-being. We conducted a conjoint experiment in Belgium to investigate discriminatory attitudes based on age, gender, physical characteristics, religion, region of origin, and sexual orientation. Participants were asked to choose between two hypothetical passengers on public transit. Results revealed strong biases against Muslims, Jews, Nigerians, Moroccans, overweight individuals, those with visible piercings, and transgender people, while women and individuals of Chinese descent experienced positive discrimination. Our analysis also showed that covert biases varied significantly by gender, age, and political ideology, revealing the complexity of discrimination beyond its overt forms. Our study thus contributes to understanding nuanced dynamics of discrimination and highlights the importance of addressing covert biases alongside overt manifestations. [ABSTRACT FROM AUTHOR]

Summary In an attempt to address the large inequities faced by the plant biology communities from the Global South (i.e. countries located around the tropics and the Southern Hemisphere) at international conferences, this Viewpoint is the reflexive thinking arising from the concurrent session titled ‘Arabidopsis and its translational research in the Global South’ organized at the International Conference of Arabidopsis Research 2023 (ICAR 2023) in Chiba, Japan in June 2023. Here, we highlight the main obstacles plant biology communities in the Global South face in terms of knowledge production, as measured by the unequal production and citation of publications, investigating and advancing local plant genomics and biodiversity, combating disparities in gender and diversity, and current initiatives to break isolation of scientists. [ABSTRACT FROM AUTHOR]

Objective This study aimed to characterize implicit bias (IB) and health disparities (HD) education in neonatal–perinatal medicine (NPM), including current educational opportunities, resources, and barriers. Study Design A national web-based survey was sent to NPM fellows, neonatologists, and frontline providers after iterative review by education experts from the National Neonatology Curriculum Committee. Quantitative data were analyzed with chi-square and Fisher's exact tests. Qualitative data were evaluated using thematic analysis. Results Of the 452 NPM survey respondents, most desired additional IB (76%) and HD (83%) education. A greater proportion of neonatologists than fellows received IB (83 vs. 57%) and HD (87 vs. 74%) education. Only 41% of neonatologists reported that their institution requires IB training. A greater proportion of fellows than neonatologists expressed dissatisfaction with the current approaches for IB (51 vs. 25%, p < 0.001) and HD (43 vs. 25%, p = 0.015) education. The leading drivers of dissatisfaction included insufficient time spent on the topics, lack of specificity to NPM, inadequate curricular scope or depth, and lack of local educator expertise. A minority of faculty who were tasked to educate others have received specific educator training on IB (21%) and HD (16%). Thematic analysis of survey free-text responses identified three main themes on the facilitators and barriers to successful IB and HD education: individual , environmental , and curricular design variables. Conclusion NPM trainees and neonatologists desire tailored, active, and expert-guided IB and HD education. Identified barriers are important to address in developing an effective IB/HD curriculum for the NPM community. Key Points There is a gap between the current delivery of IB/HD education and the needs of the NPM community. NPM trainees and neonatologists desire tailored, active, and expert-guided IB and HD education. A successful curriculum should be widely accessible, NPM-specific, and include facilitator training. [ABSTRACT FROM AUTHOR]

In virtual reality (VR), users can embody a wide variety of avatars, fromdigital replicas of themselves through diverse human body styles and appearances to non-humanoid representations. Although choosing a body to inhabit is part of what makes VR such an engaging experience, various studies have shown how embodiment may change the way we perceive ourselves and others both inside and outside VR. In our study, we explored whether first-person versus third-person avatar customization would lead to changes in embodiment. Furthermore, participants were embodied in larger-sized avatars based on the hypothesis that embodiment would lead to a change in implicit bias toward larger-sized people. Our results show that third-person avatar customization led to a decrease in the perceived embodiment of the larger-sized avatar and that, on the contrary, higher embodiment was associated with a reduction in implicit biases toward larger-sized people in the first-person avatar customization mode. These findings suggest that third-person avatar customization leads to reduced feelings of embodiment, while first-person avatar customization may support more radical body changes. [ABSTRACT FROM AUTHOR]

There are examples of how unconscious bias can influence actions of people. In the judiciary, however, despite some examples there is no general theory on whether different demographic attributes such as gender, seniority or ethnicity affect case sentencing. We aim to gain insight into this issue by analyzing over 100k decisions of three different areas of law with the goal of understanding whether judge identity or judge attributes such as gender and seniority can be inferred from decision documents. We find that stylistic features of decisions are predictive of judge identities, their gender and their seniority, a finding that is aligned with results from analysis of written texts outside the judiciary. Surprisingly, we find that features based on legislation cited are also predictive of judge identities and attributes. While own content reuse by judges can explain our ability to predict judge identities, no specific reduced set of features can explain the differences we find in the legislation cited of decisions when we group judges by gender or seniority. Our findings open the door for further research on how these differences translate into how judges apply the law and, ultimately, to promote a more transparent and fair judiciary system. [ABSTRACT FROM AUTHOR]

This essay is based on a case study of international medical graduates (IMGs) in Canada who migrated from sub-Saharan Africa. The chapter examines how narratives of race are situated and deployed in the field of medicine and can produce some aversive social–psychological landscapes in the credentialing and the professional-entry process as it relates to persons of African descent. It will show that, often without predetermination or intent, professionals of African descent in Canada are highly susceptible to implicit racial associations and implicit racial stereotyping in relation to evaluations of character, credentials, and culture. The article exposes some of the critical intersections of common experience, such as: (a) cultural deficit bias—Whiteness as an institutionalized cultural capital attribute; (b) confirmation bias—reaching a negative conclusion and working backwards to find evidence to support it; (c) repurposed sub-Saharan Blackness stereotypes—binary forms of techno-scamming and fraud; and (d) biased deception judgement—where the accuracy of deception judgements deteriorates when made across cultures. These social psychological phenomena result in significantly disproportionate returns on their foreign education and labour market experience for Black medical professionals that require decisive efforts in changing the narratives. [ABSTRACT FROM AUTHOR]

Artificial intelligence revolutionizes nursing informatics and healthcare by enhancing patient outcomes and healthcare access while streamlining nursing workflow. These advancements, while promising, have sparked debates on traditional nursing ethics like patient data handling and implicit bias. The key to unlocking the next frontier in holistic nursing care lies in nurses navigating the delicate balance between artificial intelligence and the core values of empathy and compassion. Mindful utilization of artificial intelligence coupled with an unwavering ethical commitment by nurses may transform the very essence of nursing. [ABSTRACT FROM AUTHOR]

This study investigates the experiences of young members of Alevi, Christian, and Jewish religious minorities in Turkey, a secular country with a Sunni Muslim majority. Data was collected through semi structured interviews with 29 participants aged from 17 to 24. A thematic analysis was employed to explore patterns of discrimination and exclusion in their everyday lives. The experiences of Jewish and Christian participants are characterized by ostracism, increased vulnerability to injury, and passing as a member of the majority. Alevi participants report being subjected to intense pressure to become assimilated into majority Sunni practices, as well as frequent exposure to harshly unfavourable stereotypes, and ongoing rejection of Alevi theology as a 'true' belief system. The discussion centres on the issue of misrecognition and, particularly, denial of identity, contextualizes the findings into broader dynamics of nation‐state politics, and focuses attention on the agency of minorities and majorities. Limitations of the study and recommendations for future research have also been presented. Please refer to the Supplementary Material section to find this article's Community and Social Impact Statement. [ABSTRACT FROM AUTHOR]