Discrimination in the evaluation of others is a key cause of social inequality around the world. However, relatively little is known about psychological interventions that can be used to prevent biased evaluations. The limited evidence that exists on these strategies is spread across many methods and populations, making it difficult to generate reliable best practices that can be effective across contexts. In the present work, we held a research contest to solicit interventions with the goal of reducing discrimination based on physical attractiveness using a hypothetical admissions task. Thirty interventions were tested across four rounds of data collection (total N > 20,000). Using a signal detection theory approach to evaluate interventions, we identified two interventions that reduced discrimination by lessening both decision noise and decision bias, while two other interventions reduced overall discrimination by only lessening noise or bias. The most effective interventions largely provided concrete strategies that directed participants' attention toward decision-relevant criteria and away from socially biasing information, though the fact that very similar interventions produced differing effects on discrimination suggests certain key characteristics that are needed for manipulations to reliably impact judgment. The effects of these four interventions on decision bias, noise, or both also replicated in a different discrimination domain, political affiliation, and generalized to populations with self-reported hiring experience. Results of the contest for decreasing attractiveness-based favoritism suggest that identifying effective routes for changing discriminatory behavior is a challenge and that greater investment is needed to develop impactful, flexible, and scalable strategies for reducing discrimination. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

中文翻译：

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一项旨在减少社会判断中基于吸引力的歧视的竞赛研究。


评价他人时的歧视是世界各地社会不平等的一个关键原因。然而，人们对可用于防止偏见评价的心理干预知之甚少。关于这些策略的有限证据分布在许多方法和人群中，因此很难产生在各种情况下有效的可靠最佳实践。在本工作中，我们举办了一场研究竞赛，以征集干预措施，目的是使用假设的招生任务来减少基于身体吸引力的歧视。在四轮数据收集中测试了 30 项干预措施（总计 N > 20,000）。使用信号检测理论方法来评估干预措施，我们确定了两种通过减少决策噪音和决策偏倚来减少歧视的干预措施，而另外两种干预措施仅通过减少噪音或偏倚来减少整体歧视。最有效的干预措施在很大程度上提供了具体的策略，将参与者的注意力引导到与决策相关的标准上，而不是社会偏见信息，尽管非常相似的干预措施对歧视产生了不同的影响这一事实表明，操纵需要某些关键特征才能可靠地影响判断。这四种干预措施对决策偏差、噪音或两者兼而有之的影响也在不同的歧视领域、政治派别中复制，并推广到具有自我报告招聘经验的人群。 减少基于吸引力的偏袒竞赛的结果表明，确定改变歧视行为的有效途径是一项挑战，需要加大投资来制定有影响力、灵活和可扩展的减少歧视策略。（PsycInfo 数据库记录 （c） 2024 APA，保留所有权利）。