The effect of an intervention to break the gender bias habit for faculty at one institution: a cluster randomized, controlled trial

Abstract

Purpose: Despite sincere commitment to egalitarian, meritocratic principles, subtle gender bias persists, constraining women's opportunities for academic advancement. The authors implemented a pair-matched, single-blind, cluster randomized, controlled study of a gender-bias-habit-changing intervention at a large public university.

Method: Participants were faculty in 92 departments or divisions at the University of Wisconsin-Madison. Between September 2010 and March 2012, experimental departments were offered a gender-bias-habit-changing intervention as a 2.5-hour workshop. Surveys measured gender bias awareness; motivation, self-efficacy, and outcome expectations to reduce bias; and gender equity action. A timed word categorization task measured implicit gender/leadership bias. Faculty completed a work-life survey before and after all experimental departments received the intervention. Control departments were offered workshops after data were collected.

Results: Linear mixed-effects models showed significantly greater changes post intervention for faculty in experimental versus control departments on several outcome measures, including self-efficacy to engage in gender-equity-promoting behaviors (P = .013). When ≥ 25% of a department's faculty attended the workshop (26 of 46 departments), significant increases in self-reported action to promote gender equity occurred at three months (P = .007). Post intervention, faculty in experimental departments expressed greater perceptions of fit (P = .024), valuing of their research (P = .019), and comfort in raising personal and professional conflicts (P = .025).

Conclusions: An intervention that facilitates intentional behavioral change can help faculty break the gender bias habit and change department climate in ways that should support the career advancement of women in academic medicine, science, and engineering.

Figure 1

Conceptual model underpinning a study of 46 experimental and 46 control departments, University of Wisconsin-Madison, 2010–2012. Multistep process for reducing faculty’s gender bias habit in academic medicine, science, and engineering.

Figure 2

Flow diagram of faculty gender bias-reduction intervention depicting enrollment, department allocation and intervention, and survey response rates, from a study of 46 experimental and 46 control departments, University of Wisconsin-Madison, 2010–2012. Information presented is in accordance with flow diagram requirements of the Consolidated Standards of Reporting Trials (CONSORT) statement extended to cluster randomized trials.