Bias-The Problem is Not the Pipeline

In a 2006 study, the National Academy of Sciences concluded that STEM fields employed fewer women because of implicit gender bias , unconscious stereotypes about the socially constructed roles men and women are expected to play at work and home (NAS 2006).

You may be thinking, “I don’t have any gender biases.” We all think this. We’re human. Each one of us has implicit biases rooted in cultural constructions of gender, race, ethnicity and other identities. These beliefs unconsciously find their way into our daily decision-making whether at work or in our personal life. This module provides examples of how we as individuals working within the university can recognize and overcome the implicit gender biases, or other biases,that might find their way into the recruitment and hiring process.

Or maybe you are thinking, what’s the value of diversity in learning and work? Roll over the topics below to learn the value and benefit of a diverse university faculty and student body.



Improved Learning

Leveraging Difference

Faculty Retention


The University of Virginia strives to prepare leaders for the future and make new discoveries that change our world. These goals can only be achieved through a diverse faculty and student body that values divergent opinions and experiences. To create this diverse learning environment, all of us need to be able to recognize and mitigate the implicit biases that influence our recruitment and hiring decisions. 

Assess your implicit biases by taking the Implicit Association Test administered by Harvard. This is the first step in becoming Bias Literate.