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Research Active Staff (RAS): Equality, Diversity and Inclusion - Unconscious Bias - Resource Bank Page


Understanding UB Moodle

UB Moodle 

ECU (Equality Challenge Unit) 

Harvard Implicit Association Tests


Atewologun, D., Cornish, T. and Tresh, F. (2018)  Unconscious bias training: An assessment of the evidence for effectiveness. Equality and Human Rights Commission (Uploaded April 2018)


Bailey, M., Rommel, A., and Porteus, J. (2016) Questions to consider during & tenure review processes: understanding how Unconscious Bias influences decision making. Rochester Institute of Technology, New York. Available at
promotionandtenureworkshopunconsciousbiashandout%2030nov2016.pdf. Last
accessed 21 May 2018

Equality Challenge Unit (ECU), now part of Advanced HE, Unconscious Bias in HE Literature Review

Equality Challenge Unit (ECU), now part of Advanced HE, The ECU Index of Psychological Studies


Flaherty, C. (2017) Relying on Woman, Not Rewarding Them. Inside Higher Ed

Gaucher, D., Friesen, J. and Kay, A,C. (2011) Evidence that Gendered Wording in Job Advertisements Exists and Sustains Gender Inequality, Journal of Personality and Social Psychology, Online First Publication, March 7, 2011. Available at Last accessed on 2 February 2018.

Google (Information Week 2016) Google's Unconscious Bias Training Yet to Fix Diversity Problem. Available at Last accessed 2 February 2018.

Guardian (2017) Five unconscious biases that hold back female researchers.
Available at
Last accessed 2 February 2018.

Guidelines for Limiting Unconscious Bias (uploaded February 2018).

Ibarra, H. Ely, R. & Kolb, D. (2013) Women Rising:The Unseen Barriers. Harvard Business Review, September 2013. Available at Last accessed on 2 February 2018.

Jump, P. (2015) Female success rate dips to 10 per cent in latest ERC grant round. Times Higher Education, June 2015. Available at female-success-rate-dips-to-10-per-cent-in-latest-erc-grant-round/

MacDonald, A. (2014) WISE Not for people like me; Under-represented groups in Science, Technology & Engineering. Available at Last accessed 2 February 2018.

McCormack, H. (2016) The Real Effects of Unconscious Bias in the Workplace. Available at Last accessed 2 February 2018.

Moulder, E. (2016) 2016/jun/06/woman-surgeon-nhs-still-shocking The Guardian, 6 June 2016.

Paquette, D. (2016) The remarkably different answers men and women give when asked who’s the smartest in the class. Washington Post . Available at
. Last accessed 2 February 2018.

Research Councils UK (2015) (now UKRI) Research Councils announce an unconscious bias training programme for peer reviewers and funding decision-makers. Available at Last accessed 2 February 2018.

Sappal, P. (2017) Becoming Conscious of Unconscious Bias. Available at
. Last accessed 2 February 2018.

Sparks, S. (PDF Document)Case Study to support interview for above feature on University of Warwick Unconscious Bias training and support.

The BBC. (2017) Oxford University Sorry For Eye Contact Racism Claim, Available at Last accessed 2 February 2018.

The Times Higher. (2014) The Women trail men in securing research council grants
Available at Last accessed 13 March 2014.

The Times Higher. (2015) Female Success rate dips 10 per cent in latest ERC Grant Round,
Available at Last accesed June 2015

Trix, F. and Psenka, C. (2018) Avoiding Gender Bias in Reference Writing Journal of Applied Psychology 2009. Available at
bank/unconscious_bias/avioding_gender_ bias_in_reference_writing.pdf
. (Uploaded February 2018)

University of Bristol (n.d.) Minimising the impact of unconscious bias during promotions. Available at Last accessed 22 May 2018, (uploaded May 2018)

Waters, C. (2018) Unconscious bias training: no such thing as a quick fix. Equality and Human Rights Commission



Bartlett, T. Can We Really Measure Implicit Bias? Maybe Not, The Chronicle of Higher Education, 5 January 2017

Ennew, C. Provost, University of Warwick
Unconscious Bias VC Blog, 12 June 2017

Resource Description:

Workshop Events webpage

For the date of the next workshop and to book a place or register your interest in future workshops see the workshop webpage (link above)

Workshop Overview:

This workshop is an introduction to the concept of Unconscious Bias and will look at how Unconscious Bias impacts on behaviour and decision-making. We will also spend time looking at H.E. examples of Unconscious Bias and how to reduce Unconscious Bias. 


Unconscious Bias, by Sandy Sparks (Learning and Development Adviser for RAS, Learning and Development Centre), 6 June 2018

Dates of Previous Workshops:

All led by Sandy Sparks, Learning and Development Adviser, Learning and Development Centre.

Wednesday 11 July 2018 (Humanitarian Engineering Residential Course)
Wednesday 6 June 2018 (RAS and Open Programme)
Thursday 24 May 2018 (ASC)
Wednesday 7 February 2018 (RAS and Open Programme)
Wednesday18 October 2017 (RAS and Open Programme)

UB Moodle

Wednesday13 September 2017(RAS and Open Programme)
Tuesday 22 November 2016 (RAS and Open Programme)
Wednesday 16 November 2016 (special workshop designed for inclusion in the University's Respect Day Programme)

Feedback or Quotes:

Feedback from June 2018 Cohort

From February 2017 WIS (Women in Science) Cohort

On behalf of WIS organisers we would like to say:

Thank you so much to Sandy for a fascinating, engaging and interactive delivery of the Unconscious Bias Workshop. We were surprised by how much discussion there was from within the audience, but it was great to see people interacting and sharing opinions and experiences surrounding the topic so freely. The presentation was brilliant, and covered so many aspects of unconscious bias in such a small period of time. It was intriguing how we all find it obvious it is when it is pointed out to us, yet it can pass us by completely unnoticed for decades! Overall, the workshop was very well received, there was a lot of positive feedback from attendees and many people thought it should be compulsory. In the future it may be beneficial to offer a longer session or even a course/series of shorter sessions; it is such a huge topic, very interesting and hugely important to everyone, it is likely that many people will immediately notice things they weren't aware of before and begin to adjust and modify their behaviours accordingly.

Individual quotes from Women in Science cohort

"Really refreshing to hear an open minded speaker on the subject of unconscious bias. I've since used several ideas in all aspects of my work from marking to interacting with those a little less open minded and aware of issues raised concerning unconscious bias."

"There were so many things I had never considered - the first thing I did when I got home was take the Harvard IAT"

"The diverse group helped me realise there are often many interpretations of a topic"

"I found it useful and insightful to learn the tools that the university use to mitigate social unconscious bias, but some of the topics covered fall under political correctness"

From the November 2016 cohort

"I now have a growing awareness of how unconscious bias can impact my everyday work and social interactions. This awareness will enable me to consider strategies to address those biases”

"The course gave me the confidence to resist the disproportionate behaviour of others regarding diversity and inclusion policy. It made me understand just where the job descriptions I inherited have been inadvertently excluding some of the best candidates from applying. Sandy, I really enjoyed the course"

"It was insightful to meet and discuss with colleagues from across the University how unconscious bias is relevant in various contexts and interactions. It was particularly useful to reflect on some of the less obvious situations in which unconscious bias comes into play, and we had some interesting discussions on the relevance and reality of unconscious bias in the workplace, as well as on potential ways to mitigate this".

From the 16 November 2016 (Respect Day) Cohort

‘I attended the Unconscious Bias session on the University’s Respect day to understand more about unconscious bias, how it can affect everyday work situations, and how it can be mitigated. I really enjoyed the session – the delivery was lively and engaging with thought provoking examples and I took away some useful ideas on how we as a department could embed some of this learning into our culture. Thanks Sandy for an informative session.’

Quotes from delegates who attended the workshop in June 2016:

"A very quick note to say thank you for the Unconscious Bias session yesterday. I thought it was an excellent training session airing some challenging issues in a way that helped all the delegates develop an understanding of the subject."

"I attended the LDC lunchtime session on 14 June 2016 and felt compelled to note some feedback:

  • The session was an excellent mix of academic and Administrative staff, which led to some good and varied views.
  • Sandy facilitated with great energy, enthusiasm and humour which made the session very engaging.
  • The subject matter is diverse and sometimes sensitive, so a very professional facilitation is necessary – we certainly got that.
  • Participants were encouraged to share views and personal experience, which added to the learning.
  • A well spent lunchtime for me and will be recommending to colleagues/peers."

"I was delighted that the workshop provided scope for discussion of bias and equality and did not simply promote solutions. There are competing priorities, and a range of views, so openness and the opportunity to listen to others is welcome."

We would like to hear any comments about this resource, including top tips of how you have used the material to support your research development. Please post your comments below: