Ihad the opportunity to hear Professor Dame Jocelyn Bell Burnell, a British astronomer and astrophysicist, speak in the early hours of yesterday at The University of Salford. Despite the fact that the subject of the conversation was not one of my areas of research, I have a strong interest in it because it is related to the celebration of women and girls and the promotion of increased participation of women in science and other fields.
During the lecture, one of the points that struck a chord with me as an active researcher was the discussion of unconscious bias in data gathering, particularly in this lecture about gender. This presents a huge barrier to the integrity and inclusivity of datasets.
The effectiveness of analyses can be hindered, decisions can be subtly influenced, and preconceptions can be perpetuated. When it comes to ensuring that insights and decisions reflect the different viewpoints and realities of all individuals, it is essential to acknowledge and actively address these biases to promote fairness and accuracy in data-driven processes.
Several examples demonstrate how bias may permeate various facets of our lives, particularly in the workplace. An example of this would be the idea that female managers could have a more difficult time supervising roles compared to their male counterparts, which is a subtle assumption. Furthermore, the perception that female managers are frequently viewed as lacking in strength or ability is common.
Additionally, it is sometimes perceived as a sign of weakness when a female manager does not advocate the termination of employees who are not performing up to expectations with their work.
These observations shed light on the pervasiveness of unconscious bias, particularly about perceptions of female leaders and the capabilities they possess. Her speech shed light on how biases might influence decisions about performance evaluations, the effectiveness of managerial actions, data collection, and even inclusion in academia, amongst others.
While commemorating the International Day of Women and Girls in Science, it is of the utmost importance to recognize the wider range of biases that have an impact on gender inclusion in a variety of fields. Biases can manifest themselves in the areas of recruitment, career promotion, and the recognition of accomplishments.
Stereotypes regarding gender roles have the potential to mould expectations and limit opportunities for women working in sectors that are traditionally dominated by men, such as science.
The act of intentionally confronting these biases and cultivating environments that encourage diversity, equity, and belonging is an essential component of advocating for increased accessibility and inclusion. To create a more equitable future in which people of all genders are allowed to pursue their passions and participate fully in the scientific community, it is essential to take initiatives such as raising awareness, instituting mentorship programs, and enacting inclusive legislation.
My reflection and call to action emphasize confronting biases and cultivating diverse, equitable environments, aligning with United Nations SDG goals 5. I advocate for ongoing discussions in all domains to address biases comprehensively, leaving no room for discrimination. Let’s collectively strive to eliminate biases.
