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| free implicit bias training for social workers: Biased Jennifer L. Eberhardt, PhD, 2019-03-26 Poignant....important and illuminating.—The New York Times Book Review Groundbreaking.—Bryan Stevenson, New York Times bestselling author of Just Mercy From one of the world’s leading experts on unconscious racial bias come stories, science, and strategies to address one of the central controversies of our time How do we talk about bias? How do we address racial disparities and inequities? What role do our institutions play in creating, maintaining, and magnifying those inequities? What role do we play? With a perspective that is at once scientific, investigative, and informed by personal experience, Dr. Jennifer Eberhardt offers us the language and courage we need to face one of the biggest and most troubling issues of our time. She exposes racial bias at all levels of society—in our neighborhoods, schools, workplaces, and criminal justice system. Yet she also offers us tools to address it. Eberhardt shows us how we can be vulnerable to bias but not doomed to live under its grip. Racial bias is a problem that we all have a role to play in solving. |
| free implicit bias training for social workers: The Politics of Evidence Justin Parkhurst, 2016-10-04 The Open Access version of this book, available at http://www.tandfebooks.com/, has been made available under a Creative Commons Attribution-Non Commercial-No Derivatives 3.0 license. There has been an enormous increase in interest in the use of evidence for public policymaking, but the vast majority of work on the subject has failed to engage with the political nature of decision making and how this influences the ways in which evidence will be used (or misused) within political areas. This book provides new insights into the nature of political bias with regards to evidence and critically considers what an ‘improved’ use of evidence would look like from a policymaking perspective. Part I describes the great potential for evidence to help achieve social goals, as well as the challenges raised by the political nature of policymaking. It explores the concern of evidence advocates that political interests drive the misuse or manipulation of evidence, as well as counter-concerns of critical policy scholars about how appeals to ‘evidence-based policy’ can depoliticise political debates. Both concerns reflect forms of bias – the first representing technical bias, whereby evidence use violates principles of scientific best practice, and the second representing issue bias in how appeals to evidence can shift political debates to particular questions or marginalise policy-relevant social concerns. Part II then draws on the fields of policy studies and cognitive psychology to understand the origins and mechanisms of both forms of bias in relation to political interests and values. It illustrates how such biases are not only common, but can be much more predictable once we recognise their origins and manifestations in policy arenas. Finally, Part III discusses ways to move forward for those seeking to improve the use of evidence in public policymaking. It explores what constitutes ‘good evidence for policy’, as well as the ‘good use of evidence’ within policy processes, and considers how to build evidence-advisory institutions that embed key principles of both scientific good practice and democratic representation. Taken as a whole, the approach promoted is termed the ‘good governance of evidence’ – a concept that represents the use of rigorous, systematic and technically valid pieces of evidence within decision-making processes that are representative of, and accountable to, populations served. |
| free implicit bias training for social workers: What If All the Kids are White? Louise Derman-Sparks, Patricia G. Ramsey, 2011-05-04 In this updated edition, two distinguished early childhood educators tackle the crucial topic of what White children need and gain from anti-bias and multicultural education. The authors propose seven learning themes to help young White children resist messages of racism and build identity and skills for thriving in a country and world filled with diverse ways of being. This compelling text includes teaching strategies for early childhood settings, activities for families and staff, reflection questions, a record of 20th- and 21st-century White anti-racism activists, and organizational and website resources. Book jacket. |
| free implicit bias training for social workers: Racial Disproportionality and Disparities in the Child Welfare System Alan J. Dettlaff, 2020-11-27 This volume examines existing research documenting racial disproportionality and disparities in child welfare systems, the underlying factors that contribute to these phenomena and the harms that result at both the individual and community levels. It reviews multiple forms of interventions designed to prevent and reduce disproportionality, particularly in states and jurisdictions that have seen meaningful change. With contributions from authorities and leaders in the field, this volume serves as the authoritative volume on the complex issue of child maltreatment and child welfare. It offers a central source of information for students and practitioners who are seeking understanding on how structural and institutional racism can be addressed in public systems. |
| free implicit bias training for social workers: An Introduction to Implicit Bias Erin Beeghly, Alex Madva, 2020-03-27 Written by a diverse range of scholars, this accessible introductory volume asks: What is implicit bias? How does implicit bias compromise our knowledge of others and social reality? How does implicit bias affect us, as individuals and participants in larger social and political institutions, and what can we do to combat biases? An interdisciplinary enterprise, the volume brings together the philosophical perspective of the humanities with the perspective of the social sciences to develop rich lines of inquiry. Its twelve chapters are written in a non-technical style, using relatable examples that help readers understand what implicit bias is, its significance, and the controversies surrounding it. Each chapter includes discussion questions and additional annotated reading suggestions, and a companion webpage contains teaching resources. The volume is an invaluable resource for students—and researchers—seeking to understand criticisms surrounding implicit bias, as well as how one might answer them by adopting a more nuanced understanding of bias and its role in maintaining social injustice. |
| free implicit bias training for social workers: Anti-Bias Education for Young Children and Ourselves Louise Derman-Sparks, Julie Olsen Edwards, 2020-04-07 Anti-bias education begins with you! Become a skilled anti-bias teacher with this practical guidance to confronting and eliminating barriers. |
| free implicit bias training for social workers: Lean In Sheryl Sandberg, 2013-03-11 #1 INTERNATIONAL BESTSELLER • “A landmark manifesto (The New York Times) that's a revelatory, inspiring call to action and a blueprint for individual growth that will empower women around the world to achieve their full potential. In her famed TED talk, Sheryl Sandberg described how women unintentionally hold themselves back in their careers. Her talk, which has been viewed more than eleven million times, encouraged women to “sit at the table,” seek challenges, take risks, and pursue their goals with gusto. Lean In continues that conversation, combining personal anecdotes, hard data, and compelling research to change the conversation from what women can’t do to what they can. Sandberg, COO of Meta (previously called Facebook) from 2008-2022, provides practical advice on negotiation techniques, mentorship, and building a satisfying career. She describes specific steps women can take to combine professional achievement with personal fulfillment, and demonstrates how men can benefit by supporting women both in the workplace and at home. |
| free implicit bias training for social workers: UNBIAS Stacey A. Gordon, 2021-03-01 Let the CEO of Rework Work help you understand diversity, equity, and inclusion concepts to actively remove bias from the workplace Dismantling unhealthy workplaces involves much more than talking about it, and more than charts, graphs, and statistics—it requires action. Although it’s increasingly common for businesses of all shapes and sizes to appreciate the importance of diversity and inclusion in the workplace, many are often unaware of bias in the cultures they’ve created. Others might know there’s a problem, but don’t know how to properly address it. UNBIAS: Addressing Unconscious Bias At Work helps you understand concepts of workplace diversity, equity, and inclusion, shows you how to identify bias, and provides you with the tools for actively removing barriers and ensuring equity throughout your organization. Written by Stacey Gordon—CEO of Rework Work, a company on a mission to reduce bias in global talent acquisition and management—this real-world handbook offers step-by-step guidance on creating workplace cultures where employees feel they belong. UNBIAS teaches you to: Identify and address bias in the workplace Understand what you can do to be more inclusive Handle potentially uncomfortable conversations Discuss race in an authentic and meaningful way Use workplace-proven tools that make concepts of diversity and equity actionable Help your employee resource groups without giving them extra work Place accountability on organizational policies that allow biased behavior UNBIAS is a must-have resource for all employers, managers, and HR professionals seeking to create and sustain healthy, inclusive, and equitable workplace environments. |
| free implicit bias training for social workers: Implicit Bias in Schools Gina Laura Gullo, Kelly Capatosto, Cheryl Staats, 2018-12-07 Implicit bias is often recognized as one of the reasons for instances of discrimination and injustice, despite most people explicitly believing in the importance of equality and justice for all people. Implicit Bias in Schools provides practitioners with an understanding of implicit bias and how to address it from start to finish: what it is, how it is a problem, and how we can fix it. Grounded in an accessible summary of research on bias and inequity in schools, this book bridges the research-to-practice gap by exploring how implicit bias affects students and what school leaders can do to mitigate the effects of bias in their schools. Covering issues of discipline, instruction, academic achievement, mindfulness, data collection, and culturally relevant practices, and full of rich examples and strategies, Implicit Bias in Schools is a must-have resource for educators today. Supplemental material, including links to resources mentioned in the text, tools, and worksheets to assist your journey when implementing strategies at your own school can be found at www.routledge.com/9781138497061. |
| free implicit bias training for social workers: Unconscious Bias in Schools Tracey A. Benson, Sarah E. Fiarman, 2020-07-22 In Unconscious Bias in Schools, two seasoned educators describe the phenomenon of unconscious racial bias and how it negatively affects the work of educators and students in schools. “Regardless of the amount of effort, time, and resources education leaders put into improving the academic achievement of students of color,” the authors write, “if unconscious racial bias is overlooked, improvement efforts may never achieve their highest potential.” In order to address this bias, the authors argue, educators must first be aware of the racialized context in which we live. Through personal anecdotes and real-life scenarios, Unconscious Bias in Schools provides education leaders with an essential roadmap for addressing these issues directly. The authors draw on the literature on change management, leadership, critical race theory, and racial identity development, as well as the growing research on unconscious bias in a variety of fields, to provide guidance for creating the conditions necessary to do this work—awareness, trust, and a “learner’s stance.” Benson and Fiarman also outline specific steps toward normalizing conversations about race; reducing the influence of bias on decision-making; building empathic relationships; and developing a system of accountability. All too often, conversations about race become mired in questions of attitude or intention–“But I’m not a racist!” This book shows how information about unconscious bias can help shift conversations among educators to a more productive, collegial approach that has the potential to disrupt the patterns of perception that perpetuate racism and institutional injustice. Tracey A. Benson is an assistant professor of educational leadership at the University of North Carolina at Charlotte. Sarah E. Fiarman is the director of leadership development for EL Education, and a former public school teacher, principal, and lecturer at Harvard Graduate School of Education. |
| free implicit bias training for social workers: The Emerald Handbook of Work, Workplaces and Disruptive Issues in HRM Peter Holland, Timothy Bartram, Thomas Garavan, Kirsteen Grant, 2022-08-22 The Emerald Handbook of Work, Workplaces, and Disruptive Issues in HRM considers the way work, employment and people is being managed across the globe, using a multidisciplinary range of voices to illustrate just how fundamental recent developments will be in reshaping work and employment. |
| free implicit bias training for social workers: Blindspot Mahzarin R. Banaji, Anthony G. Greenwald, 2016-08-16 “Accessible and authoritative . . . While we may not have much power to eradicate our own prejudices, we can counteract them. The first step is to turn a hidden bias into a visible one. . . . What if we’re not the magnanimous people we think we are?”—The Washington Post I know my own mind. I am able to assess others in a fair and accurate way. These self-perceptions are challenged by leading psychologists Mahzarin R. Banaji and Anthony G. Greenwald as they explore the hidden biases we all carry from a lifetime of exposure to cultural attitudes about age, gender, race, ethnicity, religion, social class, sexuality, disability status, and nationality. “Blindspot” is the authors’ metaphor for the portion of the mind that houses hidden biases. Writing with simplicity and verve, Banaji and Greenwald question the extent to which our perceptions of social groups—without our awareness or conscious control—shape our likes and dislikes and our judgments about people’s character, abilities, and potential. In Blindspot, the authors reveal hidden biases based on their experience with the Implicit Association Test, a method that has revolutionized the way scientists learn about the human mind and that gives us a glimpse into what lies within the metaphoric blindspot. The title’s “good people” are those of us who strive to align our behavior with our intentions. The aim of Blindspot is to explain the science in plain enough language to help well-intentioned people achieve that alignment. By gaining awareness, we can adapt beliefs and behavior and “outsmart the machine” in our heads so we can be fairer to those around us. Venturing into this book is an invitation to understand our own minds. Brilliant, authoritative, and utterly accessible, Blindspot is a book that will challenge and change readers for years to come. Praise for Blindspot “Conversational . . . easy to read, and best of all, it has the potential, at least, to change the way you think about yourself.”—Leonard Mlodinow, The New York Review of Books “Banaji and Greenwald deserve a major award for writing such a lively and engaging book that conveys an important message: Mental processes that we are not aware of can affect what we think and what we do. Blindspot is one of the most illuminating books ever written on this topic.”—Elizabeth F. Loftus, Ph.D., distinguished professor, University of California, Irvine; past president, Association for Psychological Science; author of Eyewitness Testimony |
| free implicit bias training for social workers: Producing Bias-Free Policing Lorie A. Fridell, 2016-08-03 This Brief provides specific recommendations for police professionals to reduce the influence of implicit bias on police practice, which will improve both effectiveness (in a shift towards evidence-based, rather than bias-based) practices and police legitimacy. The author is donating her proceeds from this book to the National Law Enforcement Officers Memorial Fund (nleomf.org). |
| free implicit bias training for social workers: Cbt for Anxiety Kimberly Morrow, Elizabeth DuPont Spencer, 2018-05-22 |
| free implicit bias training for social workers: School Social Work Michael S. Kelly, Carol Rippey Massat, Robert Constable, 2021-08-18 School Social Work: Practice, Policy, and Research has been a foundational guide to the profession for over 40 years. Featuring 30 readings divided into five parts, this best-selling text reflects the many ways that school social work practice impacts academic, behavioral, and social outcomes for both youths and the broader school community. The essays include selections from both pioneers in the field and newcomers who address the remarkable changes and growing complexities of the profession. The ninth edition of School Social Work features a stronger focus on evidence informed practice and adds substantial new content related to antiracist practice and trauma-informed care. It retains the holistic model of school social work practice that has informed all previous editions of this cornerstone text, making it a relevant and vital resource for today's practitioners and students as schools grapple with how to deal with the COVID-19 pandemic and its aftermath. |
| free implicit bias training for social workers: Race on the Brain Jonathan Kahn, 2017-11-07 Of the many obstacles to racial justice in America, none has received more recent attention than the one that lurks in our subconscious. As social movements and policing scandals have shown how far from being “postracial” we are, the concept of implicit bias has taken center stage in the national conversation about race. Millions of Americans have taken online tests purporting to show the deep, invisible roots of their own prejudice. A recent Oxford study that claims to have found a drug that reduces implicit bias is only the starkest example of a pervasive trend. But what do we risk when we seek the simplicity of a technological diagnosis—and solution—for racism? What do we miss when we locate racism in our biology and our brains rather than in our history and our social practices? In Race on the Brain, Jonathan Kahn argues that implicit bias has grown into a master narrative of race relations—one with profound, if unintended, negative consequences for law, science, and society. He emphasizes its limitations, arguing that while useful as a tool to understand particular types of behavior, it is only one among several tools available to policy makers. An uncritical embrace of implicit bias, to the exclusion of power relations and structural racism, undermines wider civic responsibility for addressing the problem by turning it over to experts. Technological interventions, including many tests for implicit bias, are premised on a color-blind ideal and run the risk of erasing history, denying present reality, and obscuring accountability. Kahn recognizes the significance of implicit social cognition but cautions against seeing it as a panacea for addressing America’s longstanding racial problems. A bracing corrective to what has become a common-sense understanding of the power of prejudice, Race on the Brain challenges us all to engage more thoughtfully and more democratically in the difficult task of promoting racial justice. |
| free implicit bias training for social workers: Enriching Collaboration and Communication in Online Learning Communities Stevenson, Carolyn N., Bauer, Joanna C., 2019-08-30 Effective communication is essential in every organization, including educational institutions. Often, members of the online community work in isolation. Collaboration across varying disciplines and departments can promote unique professional development activities and create a stronger connection to the entire online community. Enriching Collaboration and Communication in Online Learning Communities is a critical scholarly publication that supports communication and collaboration in online settings by focusing on the ways all members of the educational institution can create community to foster personal and professional growth for all. The book takes an in-depth look at communication strategies and challenges including managing conflict, working effectively in virtual teams, critical thinking, intercultural and cross-cultural communication, and online leadership. It is ideal for faculty, teachers, administrators, principles, curriculum developers, professionals, researchers, and students. |
| free implicit bias training for social workers: Schoolwide Collaboration for Transformative Social Emotional Learning Kristy Hill, Abbie Harriman, Amy Grosso, 2021-08-05 Schools and libraries can make a difference by teaching kids how to identify and cope with emotions, how to communicate with confidence and empathy, and how to persevere even when things are difficult. The authors of this helpful text define transformative social-emotional learning and its impact on students and schools. They present current brain research to support social-emotional programming in a whole school program with collaborative lesson ideas adaptable to all age levels for the use of counselors, librarians, administrators, classroom teachers, and all special area teachers. All lessons provide lists of extended student and faculty readings. Illustrating and highlighting how social-emotional programming helps foster and transform the culture of a school to one of belonging and acceptance, the authors also provide necessary application lessons for all educators in all areas of a school, including ideas for such common areas as playgrounds, cafeterias, classrooms, and libraries, and even ideas for implementation by school administrators. Research cited predicts desired outcomes, including a culture of belonging, increased student engagement and achievement, and a more compassionate school staff. Ideas and activities provided for professional development for educators benefit students and staff alike. |
| free implicit bias training for social workers: Perfectly Hidden Depression Margaret Robinson Rutherford, 2019-11-01 When your life looks perfect, but you’re silently falling apart… If you were raised to believe that painful emotions are a sign of weakness, or if being vulnerable has always made you feel unsafe, then you may have survived by creating a perfect-looking life—a life where you appear to be successful, engaged, and always there for others. The problem? You’re filled with self-criticism and shame, and you can’t allow yourself to express fear, anger, loss, or grief. You recognize something is wrong, but you’re not sure what exactly—only that you feel trapped and alone. If this sounds like you, you may have perfectly hidden depression (PHD). With this compassionate guide, you’ll begin the process of understanding your perfectionism, identifying destructive beliefs, and connecting with emotions suppressed for far too long. You’ll also find tangible tips for quieting that critical inner voice, and powerful strategies for coping with difficult feelings. Most importantly, you’ll learn that asking for help isn’t a sign of weakness, but a sign of strength. If you’re ready to stop hiding and start healing, this groundbreaking book will guide you—every imperfect step of the way. |
| free implicit bias training for social workers: Eliminating Race-Based Mental Health Disparities Monnica T. Williams, Daniel C. Rosen, Jonathan W. Kanter, 2019-11-01 Eliminating Race-Based Mental Health Disparities offers concrete guidelines and evidence-based best practices for addressing racial inequities and biases in clinical care. Perhaps there is no subject more challenging than the intricacies of race and racism in American culture. More and more, it has become clear that simply teaching facts about cultural differences between racial and ethnic groups is not adequate to achieve cultural competence in clinical care. One must also consider less “visible” constructs—including implicit bias, stereotypes, white privilege, intersectionality, and microaggressions—as potent drivers of behaviors and attitudes. In this edited volume, three leading experts in race, mental health, and contextual behavior science explore the urgent problem of racial inequities and biases, which often prevent people of color from seeking mental health services—leading to poor outcomes if and when they do receive treatment. In this much-needed resource, you’ll find evidence-based recommendations for addressing problems at multiple levels, and best practices for compassionately and effectively helping clients across a range of cultural groups and settings. As more and more people gain access to services that have historically been unavailable to them, guidelines for cultural competence in clinical care are needed. Eliminating Race-Based Mental Health Disparities offers a comprehensive road map to help you address racial health disparities and improve treatment outcomes in your practice. |
| free implicit bias training for social workers: Neuroscience of Prejudice and Intergroup Relations Belle Derks, Daan Scheepers, Naomi Ellemers, 2013-06-19 Psychological research on the origins and consequences of prejudice, discrimination, and stereotyping has moved into previously uncharted directions through the introduction of neuroscientific measures. Psychologists can now address issues that are difficult to examine with traditional methodologies and monitor motivational and emotional as they develop during ongoing intergroup interactions, thus enabling the empirical investigation of the fundamental biological bases of prejudice. However, several very promising strands of research have largely developed independently of each other. By bringing together the work of leading prejudice researchers from across the world who have begun to study this field with different neuroscientific tools, this volume provides the first integrated view on the specific drawbacks and benefits of each type of measure, illuminates how standard paradigms in research on prejudice and intergroup relations can be adapted for the use of neuroscientific methods, and illustrates how different methodologies can complement each other and be combined to advance current insights into the nature of prejudice. This cutting-edge volume will be of interest to advanced undergraduates, graduates, and researchers students who study prejudice, intergroup relations, and social neuroscience. |
| free implicit bias training for social workers: Cross-Cultural Management Mai Nguyen-Phuong-Mai, 2019-09-02 Cross-Cultural Management: With Insights from Brain Science explores a broad range of topics on the impact of culture in international business and vice versa, and the impact of businesses and individuals in shaping a culture. It provides critical and in-depth information on globalization, global/glocal leadership, cross-cultural marketing, and cross-cultural negotiation. It also discusses many other topics that are not typically found in the mainstream management textbooks such as diversity management, bias management, cross-cultural motivation strategies, and change management. While most literature in the field is dominated by the static paradigm, that is, culture is fixed, nation equates to culture, and values are binary, this book takes a different approach. It regards national values as a first-best-guess and balances it with an introduction of the dynamic paradigm. This school of thought posits that culture is not static, context is the software of the mind, opposing values coexist, change is constant, and individuals can develop a multicultural mind. A unique feature of this book is the contribution of an interdisciplinary approach. It’s the first textbook of cross-cultural management that incorporates latest findings from the emerging discipline of cultural neuroscience and evolutionary biology in the discussion. Such a holistic approach is meant to help readers gain a deeper and broader understanding of the subjects. |
| free implicit bias training for social workers: The Nature of Prejudice Gordon Willard Allport, 1954 |
| free implicit bias training for social workers: Unequal Treatment Institute of Medicine, Board on Health Sciences Policy, Committee on Understanding and Eliminating Racial and Ethnic Disparities in Health Care, 2009-02-06 Racial and ethnic disparities in health care are known to reflect access to care and other issues that arise from differing socioeconomic conditions. There is, however, increasing evidence that even after such differences are accounted for, race and ethnicity remain significant predictors of the quality of health care received. In Unequal Treatment, a panel of experts documents this evidence and explores how persons of color experience the health care environment. The book examines how disparities in treatment may arise in health care systems and looks at aspects of the clinical encounter that may contribute to such disparities. Patients' and providers' attitudes, expectations, and behavior are analyzed. How to intervene? Unequal Treatment offers recommendations for improvements in medical care financing, allocation of care, availability of language translation, community-based care, and other arenas. The committee highlights the potential of cross-cultural education to improve provider-patient communication and offers a detailed look at how to integrate cross-cultural learning within the health professions. The book concludes with recommendations for data collection and research initiatives. Unequal Treatment will be vitally important to health care policymakers, administrators, providers, educators, and students as well as advocates for people of color. |
| free implicit bias training for social workers: The New World of Police Accountability Samuel E. Walker, Carol A. Archbold, 2018-12-12 This book gives a brief yet thorough summary of the main components of police accountability in the 21st century. What works, what doesn’t, and where are we going in the future? I love to use it with my undergraduate students to help them understand the complexities of policing in the modern era. —Janne E. Gaub, East Carolina University Completely revised to cover recent events and research, the Third Edition of The New World of Police Accountability provides an original and comprehensive analysis of some of the most important developments in police accountability and reform strategies. With a keen and incisive perspective, esteemed authors and policing researchers, Samuel Walker and Carol Archbold, address the most recent developments and provide an analysis of what works, what reforms are promising, and what has proven unsuccessful. The book’s analysis draws on current research, as well as the President′s Task Force on 21st Century Policing and the reforms embodied in Justice Department consent decrees. New to the Third Edition: The national crisis over police legitimacy and use of force, is put into context through extensive discussions of recent police shootings and the response to this national crisis, providing readers a valuable perspective on the positive steps that have been taken and the limits of those steps. Coverage of the issues related to police officer uses of force is now the prevailing topic in Chapter 3 and includes detailed discussion of the topic, including de-escalation, tactical decision making, and the important changes in training related to these issues. An updated examination of the impact of technology on policing, including citizens’ use of recording devices, body-worn cameras, open data provided by police agencies, and use of social media, explores how technology contributes to police accountability in the United States. A complete, up-to-date discussion of citizen oversight of the police provides details on the work of selected oversight agencies, including the positive developments and their limitations, enabling readers to have an informed discussion of the subject. Detailed coverage of routine police activities that often generate public controversy now includes such topics as responding to mental health calls, domestic violence calls, and police stop and frisk practices. Issues related to policing and race relations are addressed head-on through a careful examination of the data, as well as the impact of recent reforms that have attempted to achieve professional, bias-free policing. |
| free implicit bias training for social workers: Social Media Warfare Michael Erbschloe, 2017-05-08 Social media applications can be weaponized with very little skill. Social media warfare has become a burden that nation states, government agencies, and corporations need to face. To address the social media warfare threat in a reasonable manner that reduces uncertainty requires dedication and attention over a very long-term. To stay secure, they need to develop the capability to defend against social media warfare attacks. Addressing unconventional warfare strategies and tactics takes time and experience, plus planning and dedication. This book will help managers develop a sound understanding of how social media warfare can impact their nation or their organization. |
| free implicit bias training for social workers: Diversity, Equity, and Inclusion in Action Christine Bombaro, 2020-10-27 All too often, in a hurried attempt to “catch up,” diversity training can create division among staff or place undue burdens on a handful of employees. Instead, academic libraries need approaches to diversity, equity, and inclusion (DEI) that position these priorities as ongoing institutional and professional goals. This book’s model programs will help academic libraries do exactly that, sharing a variety of initiatives that possess clear goals, demonstrable outcomes, and reproducible strategies. Librarians, administrators, and directors will all benefit from the programs detailed inside, which include such topics as a university library’s community of practice for interactions and learning around DEI; cultural competency training to create more welcoming instruction spaces; student workshops on literature searches that mitigate bias; overcoming the historic tendency to marginalize LGBTQ+ representation in archives; a curriculum and design workshop that moved from discussing social values to embedding them in actions; the founding of a library-led LGBT club for students at a rural community college; a liberal arts college’s retention-boosting program for first-generation students; tailoring a collection and library services to the unique needs of student veterans; and a framework for moving from diversity to equity and inclusion, toward a goal of social justice. |
| free implicit bias training for social workers: Splintered Jonathan Butcher, 2022-03-22 The problem with our nation’s schools today is not just the low test scores in basic reading and math—which are an obstacle for the economy, not to mention students’ futures. The challenge is that K-12 instruction has been hijacked by Critical Theorists who are “skeptical” of representative government and the freedoms we cherish. The debates over the retelling of America’s past, on display in local school board meetings as well as conflicts between the New York Times’ 1619 Project and President Donald Trump’s 1776 Commission, involve not just historical facts, but how Americans define their nation. This battle over our national identity is a cultural battle, involving schools—cultural institutions—and the ideas we all need to share to get along with our neighbors, raise families, and pursue the American Dream. “Jonathan Butcher is one of our sharpest and most insightful analysts writing about education today. The nation owes him a debt of gratitude for work demystifying an obscure academic field, critical race theory, and fearlessly following where it leads when imposed on our public schools: abandoning the cherished belief that education can be a means of uniting our diverse country and replacing it with a pedagogy of grievance and despair.” —Robert Pondiscio, Senior Fellow, American Enterprise Institute and author of How the Other Half Learns “Jonathan Butcher’s timely book on critical race theory addresses what I have described as the civil rights issue of our times. Too few Americans understand how this dangerous ideology and how it has seeped down into our K-12 educational system. Butcher’s book is part of a collective effort to educate the American people about the infiltration and indoctrination of our educational system.” —Dr. Carol M. Swain, a former tenured professor at Vanderbilt and Princeton Universities |
| free implicit bias training for social workers: The Leader's Guide to Unconscious Bias Pamela Fuller, Mark Murphy, 2023-04-25 A “profound” (Cynt Marshall, CEO of the Dallas Mavericks), timely, must-have guide to understanding and overcoming bias in the workplace from the experts at FranklinCovey. Unconscious bias affects everyone. It can look like the disappointment of an HR professional when a candidate for a new position asks about maternity leave. It can look like preferring the application of an Ivy League graduate over one from a state school. It can look like assuming a man is more entitled to speak in a meeting than his female junior colleague. Ideal for every manager who wants to understand and move past their own preconceived ideas, The Leader’s Guide to Unconscious Bias is a “must-read” (Sylvia Acevedo, CEO, rocket scientist, STEM leader, and author) that explains that bias is the result of mental shortcuts, our likes and dislikes, and is a natural part of the human condition. And what we assume about each other and how we interact with one another has vast effects on our organizational success—especially in the workplace. This book teaches you how to overcome unconscious bias and provides more than thirty unique tools, such as a prep worksheet and a list of ways to reframe your unconscious thoughts. According to the experts at FranklinCovey, your workplace can achieve its highest performance rate once you start to overcome your biases and allow your employees to be whole people. By recognizing bias, emphasizing empathy and curiosity, and making true understanding a priority in the workplace, we can unlock the potential of every person we encounter. |
| free implicit bias training for social workers: Microaggressions in Everyday Life Derald Wing Sue, 2010-02-09 Praise for Microaggressions in Everyday Life In a very constructive way, Dr. Sue provides time-tested psychological suggestions to make our society free of microaggressions. It is a brilliant resource and ideal teaching tool for all those who wish to alter the forces that promote pain for people. —Melba J. T. Vasquez, PhD, ABPPPresident, American Psychological Association Microaggressions in Everyday Life offers an insightful, scholarly, and thought-provoking analysis of the existence of subtle, often unintentional biases, and their profound impact on members of traditionally disadvantaged groups. The concept of microaggressions is one of the most important developments in the study of intergroup relations over the past decade, and this volume is the definitive source on the topic. —John F. Dovidio, PhD Professor of Psychology, Yale University Derald Wing Sue has written a must-read book for anyone who deals with diversity at any level. Microaggressions in Everyday Life will bring great rewards in understanding and awareness along with practical guides to put them to good use. —James M. Jones, PhD Professor of Psychology and Director of Black American Studies, University of Delaware This is a major contribution to the multicultural discourse and to understanding the myriad ways that discrimination can be represented and its insidious effects. Accessible and well documented, it is a pleasure to read. —Beverly Greene, PhD, ABPP Diplomate in Clinical Psychology and Professor of Psychology, St. John's University A transformative look at covert bias, prejudice, and discrimination with hopeful solutions for their eventual dissolution Written by bestselling author Derald Wing Sue, Microaggressions in Everyday Life: Race, Gender, and Sexual Orientation is a first-of-its-kind guide on the subject of microaggressions. This book insightfully looks at the various kinds of microaggressions and their psychological effects on both perpetrators and their targets. Thought provoking and timely, Dr. Sue suggests realistic and optimistic guidance for combating—and ending—microaggressions in our society. |
| free implicit bias training for social workers: Social Justice and Cultural Competency Marcia A. Mardis, Dianne Oberg, 2019-11-20 Published in partnership with the International Association of School Librarianship, this work gathers together the latest and most important research on the topics of social justice and cultural competency in school libraries. Education systems today are expected to advance national goals related to fairness, equity, and social cohesion. Comprising articles written and collected in the journal of the International Association of School Librarianship and new articles written especially for this anthology, this book documents both empirical research and promising practices to help school librarians and teachers work together to promote social justice and develop learners' and educators' cultural competence. Both coeditors are experienced in working with authors from around the world and have participated in the development of effective and ethical standards and guidelines for school library practitioners. Brief real-life case studies of school librarians and teachers in action showcase efforts to improve the lives of marginalized or under-served students. School librarians inside and outside of the United States, school library educators and policymakers, and academic librarians building school librarianship collections will find this guide valuable. |
| free implicit bias training for social workers: Freedom from Obsessive Compulsive Disorder Jonathan Grayson, 2014-05-06 Nearly six million Americans suffer from the symptoms of obsessive-compulsive disorder, which can manifest itself in many ways: paralyzing fear of contamination; unmanageable “checking” rituals; excessive concern with order, symmetry, and counting; and others. Freedom from Obsessive-Compulsive Disorder provides Dr. Jonathan Grayson’s revolutionary and compassionate program for finally breaking the cycle of overwhelming fear and endless rituals, including: Self-assessment tests that guide readers in identifying their specific type of OCD and help track their progress in treatment Case studies from Dr. Grayson’s revolutionary and profoundly successful treatment program Blueprints for programs tailored to particular manifestations of OCD Previously unexplored manifestations of OCD such as obsessive staring, Relationship OCD (R-OCD), obsessive intolerance of environmental sounds and chewing sounds Therapy scripts to help individuals develop their own therapeutic voice, to motivate themselves to succeed New therapies used in conjunction with exposure techniques “Trigger sheets” for identifying and planning for obstacles that arise in treatment Information on building a support group And much more Demystifying the process of OCD assessment and treatment, this indispensable book helps sufferers make sense of their own compulsions through frank, unflinching self-evaluation, and provides not only the knowledge of how to change—but the courage to do it. |
| free implicit bias training for social workers: The Fenway Guide to Lesbian, Gay, Bisexual, and Transgender Health Harvey J. Makadon, Jennifer Potter, 2008 The Fenway Guide to Lesbian, Gay, Bisexual, and Transgender Health is the first truly comprehensive clinical reference to enhancing the health care and wellness of LGBT patients. Written by leading experts in the field and created in conjunction with Fenway Community Health of Boston, one of America's most respected community-based research and treatment centers, this one-of-a kind resource examines the unique issues faced by sexual minority patients and provides readers with clear and authoritative guidance. -- Book Jacket. |
| free implicit bias training for social workers: Decolonising Social Work in Finland Kris Clarke, Leece Lee-Oliver, Satu Ranta-Tyrkkö, 2024-03-28 Introduction and Chapter 10 available open access under CC-BY-NC-ND licence. This book examines the contemporary social care realities and practices of Finland, a small nation with a history enmeshed in social relations as both coloniser and colonised. Decolonising Social Work in Finland: · Interrogates coloniality, racialisation and diversity in the context of Finnish social work and social care. · Brings together racialised and mainstream White Finnish researchers, activists and community members to challenge relations of epistemic violence on racialised populations in Finland. · Critically unpacks colonial views of care and wellbeing. It will be essential reading for international scholars and students in the fields of Social Work, Sociology, Indigenous Studies, Health Sciences, Social Sciences and Education. |
| free implicit bias training for social workers: Handbook of Black Librarianship Andrew P. Jackson, Marva L. DeLoach, Michele Fenton, 2024-12-15 As Dr. Josey and Ms. DeLoach wrote in their Introduction to the second editionof The Handbook of Black Librarianship: “In designing the second edition of The Handbook of Black Librarianship, the editors felt that this work should be a reference tool related to the various aspects of African Americans in librarianship and their work in libraries.” That first edition covered issues faced by black library professionals in the various fields of librarianship; organizations formed; black library collections and books; resources and other areas of progress. The second edition, published twenty-three years later, highlighted more current events in Black librarianship: early and contemporary library organizations, vital issues, African American resources, discussions on and about librarianship, a focus on health librarianship, and information resources and education. It has now been another twenty-two years since the last edition and time to reflect on “various aspects of African Americans” in our profession as well as the advancements over the past two and a half decades and to review those issues African Americans still face and how modern technological advancements have impacted our profession and the lives of Black librarians. This third edition’s coverage includes: Pioneers and Landmark Episodes A Chronology of Events in Black Librarianship African American Forerunners in Librarianship Modern Day Black Library Organizations Vital Issues in Black Librarianship Library Service to Our Communities Library Technology and Black Librarianship Pearls from Our Retirees Issues in Diversity, Inclusion and Multiculturalism African Library Resources and Education Banned Books Significant Books and Periodicals for Black Collections |
| free implicit bias training for social workers: Undivided Hahrie Han, 2024-09-24 The inspiring story of evangelicals in Cincinnati struggling to bridge racial divides in their own church, their community, and across the nation In 2016, even as Ohio helped deliver victory to presidential candidate Donald Trump, Cincinnati voters also passed a ballot initiative for universal preschool. The margin was so large that many who elected Trump must have—paradoxically—also voted for the initiative: how could the same citizens support such philosophically disparate aims? What had convinced residents of this Midwestern, Rust Belt community to raise their own taxes to provide early childhood education focused on the poorest—and mostly Black—communities? When political scientist Hahrie Han set out to answer that question, her investigations led straight to an unlikely origin: the white-dominant evangelical megachurch Crossroads, where Pastor Chuck Mingo had delivered a sermon the prior year that set in motion a chain of surprising events. Raised in the Black church, Mingo felt called by God, he told Crossroads parishioners, to combat racial injustice, and to do it through the very church in which they were gathered. The result was Undivided, a faith-based program designed to foster antiracism and systemic change. The creators of Undivided recognized that any effort to combat racial injustice must move beyond recognizing and overcoming individual prejudices. Real change would have to be radical—from the very roots. In Undivided, Han chronicles the story of four participants—two men, one Black and one white, and two women, one Black and one white—whose lives were fundamentally altered by the program. As each of their journeys unfolded, in unpredictable and sometimes painful ways, they came to better understand one another, and to believe in the transformative possibilities for racial solidarity in a moment of deep divisiveness in America. The lessons they learned have the power to teach us all what an undivided society might look like—and how we can help achieve it. |
| free implicit bias training for social workers: Decentering Whiteness in the Workplace Janice Gassam Asare, 2023-10-24 Your DEIJ efforts are stagnating because you continue to center whiteness. Creating a truly anti-racist organization requires learning how to identify and rectify the systemic, and often unconscious, centering of white culture and values in the workplace. Corporate America continues to struggle with racial equity in a post-George Floyd world. As the United States becomes more diverse and the public consciousness continues to shift, successful racial equity efforts in the workplace are needed now more than ever. Decentering Whiteness in the Workplace exposes the ways that white culture and expectations are centered in the modern American workplace and the fears within corporate spaces about talking candidly, openly, and honestly about whiteness, white supremacy, and anti-Blackness. Readers will discover: A direct and straightforward analysis about what white-centering is An evaluation of the different ways that whiteness is centered in the workplace, such as bereavement and holiday policies and dress codes A guide on how to recognize and decenter whiteness within oneself and at work Solutions for people to contribute individually and systemically to anti-oppression Decentering Whiteness in the Workplace provides a crucial guidebook with practical solutions for leaders, DEIJ practitioners, and anyone hoping to truly create an anti-racist workplace. |
| free implicit bias training for social workers: Sidetracked Francesca Gino, 2013-02-26 A psychologist and business professor takes an in-depth look at decision-making, explaining the pitfalls people can avoid to stay on track with their decisions and reach their goals. 25,000 first printing. |
| free implicit bias training for social workers: Assessing Through the Lens of Social and Emotional Learning Cynthia Sistek, Dee L. Fabry, 2024-01-23 Help usher in a new era of student assessment This empowering guide revolutionizes the assessment process by putting students at the center. Dive into practical strategies and best practices for fostering social and emotional learning (SEL) competencies through student-centered assessments and discover how you can transform classrooms into inclusive spaces where learning thrives. Inside you′ll find Humanistic assessing practices to integrate into everyday teaching and learning Best practices for designing and implementing savvy SEL assessments Ways to develop a classroom that is student empowered and culturally relevant Rubrics, portfolios, and digital tools that demonstrate students’ competencies and knowledge through an SEL lens Explore dozens of practical examples, case studies, and field-tested activities that support research-based teaching and learning across the curriculum. Assessing Through the Lens of Social and Emotional Learning inspires educators to move beyond traditional testing to focus on nurturing and fostering skills that students will need for both academic and lifelong success. |
| free implicit bias training for social workers: Implicit Bias and Philosophy, Volume 2 Michael Brownstein, Jennifer Saul, 2016-04-01 There is abundant evidence that most people, often in spite of their conscious beliefs, values and attitudes, have implicit biases. 'Implicit bias' is a term of art referring to evaluations of social groups that are largely outside conscious awareness or control. These evaluations are typically thought to involve associations between social groups and concepts or roles like 'violent,' 'lazy,' 'nurturing,' 'assertive,' 'scientist,' and so on. Such associations result at least in part from common stereotypes found in contemporary liberal societies about members of these groups. Implicit Bias and Philosophy brings the work of leading philosophers and psychologists together to explore core areas of psychological research on implicit (or unconscious) bias, as well as the ramifications of implicit bias for core areas of philosophy. Volume 2: Moral Responsibility, Structural Injustice, and Ethics is comprised of three sections. 'Moral Responsibility for Implicit Bias' contains chapters examining the relationship of implicit biases to concepts that are central to moral responsibility, including control, awareness, reasons-responsiveness, and alienation. The chapters in the second section—'Structural Injustice'—explore the connections between the implicit biases held by individuals and the structural injustices of the societies in which they are situated. And finally, the third section—'The Ethics of Implicit Bias: Theory and Practice'—contains chapters examining strategies for implicit attitude change, the ramifications of research on implicit bias for philosophers working in ethics, and suggestions for combatting implicit biases in the fields of philosophy and law. This volume can be read independently of, or in conjunction with, Volume I: Metaphysics and Epistemology, which addresses key metaphysical and epistemological questions on implicit bias, including the effect of implicit bias on scientific research, gender stereotypes in philosophy, and the role of heuristics in biased reasoning. |
Implicit Bias Workbook - cirinc.org
Implicit Bias Workbook produced in collaboration with Taquelia Washington, LCSW For more resources, visit www.cirinc.org ... Taquelia Washington is a Licensed Clinical Social Worker and holds her Pupil Personal Services Credential. She is the founder of EmpowerMe! Services. Through this business, along with a team of subcontractors, ...
Managing Implicit Bias and Maternal Health - Ohio Department of …
Healthcare and Public Health professionals about implicit bias can support us in taking action to ensure equitable development and implementation of policies and programs that impact the women, children and families we serve. Participants can expect to: (1) Define and understand implicit bias. (2) Recognize sources of implicit bias.
Implicit Bias Training for Perinatal Nursing - irl.umsl.edu
IMPLICIT BIAS TRAINING FOR PERINATAL NURSING 7 note that implicit bias is different from explicit bias and conscious discrimination. Education on implicit bias is to create a culture of awareness and change, not guilt or offense. The facility where this project will take place serves a majority African American population.
Labeling Theory, The Power of Words, and Implicit Bias - Springer
7 Labeling Theory, the Power of Words, and Implicit Bias 211 what they called “criminal and/or deviant behavior.” The labeling approach influ-enced important social policies related to how the judicial system was constructed, and it powerfully shaped the discussions about the …
Implicit Bias Training for Police - University of Chicago
Implicit Bias Training for Police . April 23, 2021 . ... regarding the malleability of implicit biases, social psychological researchers have attempted to ... education, training, and the elicitation of answers to free-responses questions). This small-scale study, which randomly assigned 91 non-Black psychology students to treatment or control ...
A call for grounding implicit bias training in clinical and ...
implicit bias training in standard practice. The gap between T1 and T2 reflects inconsistencies between findings from basic social psychology research into implicit bias and the content of implicit bias training used in the health-care system. Most of these training Lancet 2020; 395: 1457–60 Department of Psychology, Virginia Commonwealth
Implicit Bias - University of Michigan
Implicit Bias Overview This guide provides resources for learning about implicit bias - including readings, videos, and activities - and recommendations for incorporating awareness of implicit bias into your teaching strategies. Implicit bias describes the way that stereotypes and attitudes we are not aware of shape our behavior.
Implicit Bias in Social Interactions - Barnard College
Implicit Bias 2 Implicit Bias in Social Interactions On September 26, 2016, in the most-watched presidential debate in U.S. history (CNN, 2016), over 80 million viewers saw candidates Hillary Clinton and Donald Trump discuss one of the most influential phenomena in the field of psychology: implicit bias. On the heels of several
Social Workers Implicit Bias for - Grand Valley State University
31 Jan 2024 · This training will use the standards for cultural. competence in social work practice, as. established by NASW, as the framework for. exploring implicit bias. The standards of Self-Awareness, Cross-Cultural Knowledge, Cross-Cultural Skills, Language and Communication and. Leadership to Advance Cultural Competence will. serve as anchors for this ...
IMPLICIT BIAS TRAINING - beaumont.cloud-cme.com
IMPLICIT BIAS TRAINING . Community Resources . ... FREE FOR BEAUMONT TEAM MEMBERS CME/CE CREDIT. The services, views and opinions of these organizations are their own. As these are outside sources, BHSH does not have control of any ... been approved for three (3) hours of Social Work CEUs. LIVE VIRTUAL 180 MINUTES Fee Involved CEUs …
Social Workers Implicit Bias for - Grand Valley State University
8 Mar 2024 · This training will use the standards for cultural. competence in social work practice, as. established by NASW, as the framework for. exploring implicit bias. The standards of Self-Awareness, Cross-Cultural Knowledge, Cross-Cultural Skills, Language and Communication and. Leadership to Advance Cultural Competence will. serve as anchors for this ...
IMPLICIT BIAS TRAINING FOR HEALTHCARE PROFESSIONALS
Public Health - Implicit Bias Training and the Office of Minority Health and Health . Disparities (OMHHD) Excerpt - - April 1, 2022 . This bill requires applicants for the renewal of a license or certificate issued by a health occupations . board to attest to the completion of an approved implicit bias training program the first time they
MHHD Implicit Bias Training Resources - Maryland Department …
Cultural and Linguistic Competency, Health Disparities and Health Literacy Training Modules Created by the Office of Minority Health and Health Disparities, Maryland Department of Health
Unconscious Bias Training That Works - David Geffen School of …
of the most widespread and insidious forms of bias. Training should look mostly at scenarios where leaders and employees subtly exclude others or downplay their contributions—one of the most widespread forms of bias. Microsoft’s online UB training, which is also available publicly, includes videos depicting various everyday workplace scenarios.
Exploring Unconscious Bias & Racial Microaggression in the …
Unconscious or implicit bias (the two terms are used interchangeably) Microaggression and racial microaggression The Kirwan Institute for the Study of Race and Ethnicity refers to implicit bias as ‘residing deeply in the subconscious. These biases are different from known biases that individuals may choose to conceal for the purposes
SYMPOSIUM ON RACIAL DISPARITIES AND IMPLICIT BIAS IN …
awareness of implicit biases.5 Promising Practice Example Utilize a Train-the-Trainer model to conduct unconscious bias training of healthcare teams To offer training on unconscious bias, Mount Sinai Health System employed a train-the-trainer model, partnering with Cook Ross6 to educate the designated team during an off-site, multi-day program. The
WASHINGTON, DC 20002-4241 SOCIALWORKERS.ORG …
1 Jun 2021 · How can social workers advocate for professional self-care, especially when working in host settings, i.e. ... cultural competence requires training, supervision, consultation, and other professional and personal development opportunities to identify and address implicit bias, discrimination, and racism in the many forms it may show up in ...
Fact Sheet No. 24-05 September2024 C - nysut.org
The updated training includes protocols to reduce implicit bias in decision-making processes, strategies for identifying adverse childhood experiences, and guidelines to assist in ... School Social Workers School Psychologists ... offers the 2-hour updated training for free - Mandated Reporter Training | Child Protective Services | Office of ...
Social Work FAQs - State of Michigan
regarding the Implicit Bias Training can be found on the Implicit Bias FAQ document. 16. How do I submit my 4,000 hours of supervision for exam eligibility? Once you have accrued 4,000 hours of acceptable supervision while holding your limited master social worker license, submit the completed Supervisor’s Verification of Social Work Experience
IMPLICIT BIAS TRAINING REQUIRED FOR 2022 LICEN SE …
IMPLICIT BIAS TRAINING REQUIRED FOR 2022 LICENSE RENEWAL Enacted under Article II, § 17(c) of the Maryland Constitution, May 30, 2021 T h e l aw req u i re s al l h eal t h care p ra c ti ti oners i n M ar yl an d to attest t h at t hey h ave co m p l e te d an i m p li cit b i as trai n in g p rog ram on t h ei r l i cens e ren ewal ...
Implementing a Comprehensive Implicit Bias Training for ... - NPQIC
Tiered Approach for Birth Equity Implicit Bias Training Provided by NPQIC Additional Trainings 1. Diversity Science: Dignity in Pregnancy and Childbirth Course Training Free e-module trainings available for all staff Website to track staff completion 1. Office of Minority Health: Think Cultural Health Free e-modules available for all staff 2.
Limited Master Social Work Licensing Guide - State of Michigan
Implicit Bias Training– Beginning June 1, 2022, completion of 2 hours of implicit bias training within the 5 ... Social Security Number (SSN) – An individual applying for licensure is required to provide his or her social security number at the time of application. If exempt under law from obtaining an SSN or you do not have
BRIEFING: THE FACTS ABOUT IMPLICIT-BIAS TRAINING FOR …
4 Studies document reductions in biased behavior as a result of this training8 (e.g., after implicit-bias training, university science departments hired more women and minorities compared to control departments that did not receive the training).9 The first comprehensive evaluation of implicit-bias training for police was conducted during the course of FIP’s training of NYPD.
HOUSE BILL 28 - Maryland
4 house bill 28 1 (d) “implicit bias” means a bias in judgment that results from 2 subtle cognitive processes, including the following prejudices and 3 stereotypes that often operate at a level below conscious awareness 4 and without intentional control: 5 (1) prejudicial negative feelings or beliefs about a group 6 that an individual holds without being aware of the feelings or beliefs;
Mandated Reporter Training Presentation - State of Michigan
IMPLICIT BIAS The American Psychological Association (APA) defines implicit bias as a negative attitude, of which one is not consciously aware, against a specific social group. Implicit bias is thought to be shaped by experiences and the learned associations related to these experiences. The perceptions and behaviors of these individuals can be
Health Equity Resource Series Training and the Culture of Learning
Unconscious Bias) Intersectionality, Microaggressions, Oppression, Power, Privilege, Root Causes of Inequities, Social Determinants of Health Coaching or Mentoring, Plain Language, Teach-back Method, Reflections and Conversations about Race One common type of training is unconscious bias or implicit bias training. These training programs are
MODULE #2A PARTI CIPANT MANUAL Understanding Implicit Bias …
1) Discuss the definitions and key concepts of implicit bias and structural racism. 2) Identify the impact of implicit bias and structural racism on multiple levels, including self, staff, clients, and organization. 3) Identify how to implement antiracist principles within their roles as supervisors.
IMPORTANT: Implicit Bias Training Requirement for 2022 …
IMPORTANT: Implicit Bias Training Requirement for 2022 License Renewals, Effective April 1, 2022 (REVISED 8/3/2022) Pursuant to § 1-225 of the Health Occupations Article, Annotated Code of Maryland, the Maryland Department of Health Office of Minority Health and Health Disparities, in coordination with The
Managing Implicit Bias with Diversity and Inclusion - TIAA
have learned that implicit, or unconscious, bias continues to contribute to behaviors and decisions in the workplace. Implicit bias has been studied and written about for years. Many organizations have implemented implicit bias training programs to educate their leaders on how to minimize the effect of bias on their decision making.
We Are What We Read: Assessing Bias in the Implicit Curriculum …
This paper proposes building on the concept of implicit bias auditing to gather information specifically about the organization (Milkmanet al., 2012). Implicit bias auditing is the process of examining the social and media choices at the personal level to reveal patterns of self -segregation in a variety of categories.
Implicit Bias & Microaggressions - jcsbalt.org
19 Jul 2022 · Program to meet the implicit bias training. requirement for social work licensure in. Maryland. In keeping with the state mandate, CEUs will not be awarded for this workshop; however, participants will receive a certificate. of completion as evidence they have fulfilled. the requirements. Register by Tuesday, July 12: HERE. Free and open to the ...
Implicit Bias and Mental Health Professionals: Priorities and ...
implicit bias and mental health, so that researchers may begin to disentangle how implicit bias operates in mental health care. Accessing Mental Health Care Implicit bias can preclude certain groups from accessing mental health services. Unlike other types of health care that use an interprofessional, team-based approach, mental
Stigma, Language, & Implicit Bias Moving Towards Becoming a Stigma-Free ...
• Review maternal urine toxicology and the role of explicit/implicit bias in decision making 3. Provide trauma-informed care training for all staff. ompensate for staff time in wages or continued education credits and offering the training during work hours. • Here are some trainings you can encourage your staff to complete:
Addressing Implicit Bias and Microaggressions - Ross Center
Addressing Implicit Bias and Microaggressions Celeste M. Malone, PhD, MS ... an approved provider of continuing education for licensed social workers #SW-0701 DISCLOSURES NEITHER DANIEL PINE, MD NOR MARY SALCEDO, MD HAVE ANY ... EACH TRAINING REQUIRES A TREMENDOUS AMOUNT OF PLANNING AND PREPARATION. MUCH
FAQs on IMPLICIT BIAS TRAINING - Mass.gov
No, but the training must be on implicit bias in healthcare. I took implicit bias training offered by my health care facility on June 1, 2021. My license is up for renewal on July 1, 2022. Can I apply the implicit bias training I took in 2021 for this licensing requirement? Yes, any training on implicit bias that you have taken within two years ...
Available Interventions for Implicit Bias in Athletic Training
Available Interventions for Implicit Bias in Athletic Training Cage SA 1*, Decker M 2, Vela L 3, Scott R 4, Jacobsen AP 5,6, Volpi JD , Warner BJ 7 and Goza JP8 1The University of Texas at Tyler, USA 2The University of Texas at Arlington, USA 3The University of Arkansas, USA 4Abilene Christian University, USA 5The University of Texas Health Science Center at Tyler, …
Implicit Bias Trainings Environmental Scan: Outline of Findings
[implicit bias training]; [implicit bias training and evaluation and public health] =20,800 results; [implicit bias training and evaluation and social work] =19,100 results]. NHTTAC excluded resources that contained the words “implicit bias” and “evaluation” but did not provide findings from . evaluations of implicit bias trainings
Introduced Implicit Bias Training Bills in the United States, 2019 …
Introduced Implicit Bias Training Bills in the United States, 2019–2022 From January 1, 2019 to July 31, 2022, 25 states and Washington D.C. introduced legislation ... be free of discrimination and where they can report discrimination in their health care. AB 241 2019 Yes Requires continuing education (CE) courses for physicians and surgeons ...
Implicit Bias is Unseen: Healing What - Grand Valley State …
19 Apr 2024 · Social Work. CE Credits. 3.0. Healing What. is Unseen: Implicit Bias. Grand Valley State University School of Social Work, an. accredited social work education program, is authorized by. Administrative Rule 338.2965 to award …
Bachelor Social Work Licensing Guide - State of Michigan
Implicit Bias Training– Beginning June 1, 2022, completion of 2 hours of implicit bias training within the 5 ... Social Security Number (SSN) – An individual applying for licensure is required to provide his or her social security number at the time of application. If exempt under law from obtaining an SSN or you do not have
Undoing Racism and Mitigating Bias Among Healthcare
practice start—with education and training to both inform and heighten awareness of the insidiousness and eects of implicit biases and racism on provided care. A substantial number of literature reviews and studies have addressed the issues associated with implicit bias and anti-racism education and training for nursing and medical
REVIEW COMPLETE DONE - Elite Learning
ABOUT THE TRAINING COURSES Michigan Implicit Bias Training for Healthcare Professionals - This interactive 1-hour implicit bias training provides the historical context of race and its relationship to the development of racial implicit bias. Presented by Benjamin D. Reese, Jr., PsyD.
Facilitator Guide Companion - Unconscious Bias & Stereotype …
Conscious (explicit) and unconscious (implicit) bias refers to negative feelings (attitudes) and/or beliefs (stereotypes) towards an individual specifically because they belong to a specific group. Attitude An attitude is an evaluation of (your feelings about) something (e.g., person, place, thing, or idea). Conscious (explicit) Attitude
CONTINUING EDUCATION FACT SHEET LICENSED SOCIAL …
• 3 hours Social Work Practice Ethics • 3 hours Cultural Competence • 1 hour Sexual Harassment Prevention training • 1 hour Implicit Bias Awareness training • 1 hour Alzheimer’s Disease and Other Dementias training (once every 3 renewal periods) • (LCSWs only, second renewal only) 6 hours in Clinical Supervision Training
UNDERSTANDING THE ROLE OF CASEWORKER BIAS IN …
Caseworker training is a useful mechanism for reducing the prevalence of bias, increasing awareness, and highlighting the negative impact of bias on case outcomes. Trainings should provide detailed information about implicit bias, structural racism, and cultural competency; attempts to raise awareness about individual biases in
field review Developing & delivering effective anti-bias training ...
than anti-bias training by itself. 24 (Accountability structures consist of programs, staff positions, or groups that have explicit responsibility for meeting such goals as increasing the represen-tation of minorities.) In other words, although anti-bias training can be a great way to raise awareness of bias and provide people with strat -
Learning to Address Implicit Bias Towards LGBTQ Patients: …
minority can internalize bias against their own group. In one IAT study, 38% of lesbian and gay men had implicit preferences for straight people.8 The IAT is available online and can be taken for free at https://implicit.harvard.edu by anyone who wishes to learn more about their own implicit bias associated with sexuality (there are also tests for
CODE - National Association of Social Workers
Social workers should educate themselves and the organizations ... Code of Ethics concerning cultural competence. The pursuit of cultural competence requires training, supervision, consultation, and other professional and personal development opportunities to identify and address implicit bias, discrimination, and racism in the many forms it ...
Understanding Implicit Bias in Public Defender Social Workers
training and more diverse teams. DEDICATION This study is dedicated to my partner, Alex, and my son, Elliott. ... This research study will explore the influence of implicit bias on social workers employed by multiple public defender offices in an urban area in ... development of Project Implicit and the free online Implicit Association Test ...
Discovering, Acknowledging, and Understanding Biases in Social Work ...
Implicit Bias and its Impact on Field In social work courses we often hear that everyone has biases. This sentiment has at least some mainstream acceptance, as public figures such as Hilary Clinton have mentioned it in the media, resulting in much public discussion and criticism (Johnson, 2016). Social psychology
