Nguyen-Phuong-Mai Mai
Amsterdam University of Applied Sciences, Amsterdam, Netherlands.
Front Psychol. 2021 Dec 15;12:644145. doi: 10.3389/fpsyg.2021.644145. eCollection 2021.
This paper conducted a preliminary study of reviewing and exploring bias strategies using a framework of a different discipline: change management. The hypothesis here is: If the major problem of implicit bias strategies is that they do not translate into actual changes in behaviors, then it could be helpful to learn from studies that have contributed to successful change interventions such as reward management, social neuroscience, health behavioral change, and cognitive behavioral therapy. The result of this integrated approach is: (1) current bias strategies can be improved and new ones can be developed with insight from adjunct study fields in change management; (2) it could be more sustainable to invest in a holistic and proactive bias strategy approach that targets the social environment, eliminating the very condition under which biases arise; and (3) while implicit biases are automatic, future studies should invest more on strategies that empower people as "change agents" who can act proactively to regulate the very environment that gives rise to their biased thoughts and behaviors.
本文运用一个来自不同学科的框架——变革管理，对审查和探索偏见策略进行了初步研究。这里的假设是：如果隐性偏见策略的主要问题在于它们无法转化为实际行为的改变，那么借鉴那些有助于成功变革干预的研究可能会有所帮助，比如奖励管理、社会神经科学、健康行为改变以及认知行为疗法。这种综合方法的结果是：（1）借助变革管理领域的辅助研究见解，可以改进当前的偏见策略并开发新的策略；（2）投资于针对社会环境的整体且积极主动的偏见策略方法可能更具可持续性，消除偏见产生的条件；（3）虽然隐性偏见是自动产生的，但未来的研究应更多地投资于能使人们成为“变革推动者”的策略，这些人可以积极行动来调节产生偏见思想和行为的环境。
