Notes on Information Inequity and Bias

INFORMATION INEQUITY AND BIAS

  • Dorothy L Meica, Social Equities Chair in Sociology at UCLA, found that negative media portrayals of Latin immigrants reinforce negative tropes about Latin people, which leaves Latino individuals striving to deal with misperceptions in daily life.
  • Joseph Erba, assistant professor of journalism at the University of Kansas (noted as 'Kareas' in transcript), found that such stereotypes threaten the experiences of Latin college students, forcing them to combat negative perceptions from non-Latin classmates throughout their time on campus.

Corporate Bias

  • Definition: Corporate bias occurs when a news agency, media conglomerate, or accreditation body privileges the interests of its ownership or financial backers (e.g., an employer, client, or advertiser).
  • In advertising and strategic communications, corporate bias is part of the nature of the work: clients pay to be represented in a positive light.
  • Ethical tension: You must walk an ethical line while representing clients; you must serve the public interest as a communicator and intermediary between the public and your client.
  • FTC oversight: Advertisers must remain mindful of the Federal Trade Commission (FTC) truth-in-advertising laws.
  • PR ethics: PR practitioners should be guided by the Public Relations Society of America's code of ethics.
  • Examples:
    • If a celebrity is paid to promote products on Instagram, you should remind them to clearly state that it is a paid advertisement, not just a cute photo, to comply with FTC advertising regulations.
    • If developing a health-themed ad for Rice Krispies that claims it boosts a child's immunity, scientists must verify the claim; Kellogg’s was fined by the FTC for not backing up the claim with scientific evidence and had to pull the advertising.
  • Role of the communicator: You act as an intermediary between the public and your client, which requires prioritizing public interest when necessary.

Algorithms: Human-Inspired Bias

  • Definition: Algorithms are sets of rules that computers use to perform tasks; they are math- or code-based and can quickly compute results.
  • Use in platforms: Social media companies (Facebook, Twitter, YouTube) use algorithms to decide which posts appear at the top of feeds or which videos to recommend.
  • Bias risk: Algorithms themselves can reflect bias from users (searchers) or creators, not just pure data.
  • Foundational work: Safiya Umoja Noble’s Algorithms of Oppression: How Search Engines Reinforce Racism, which builds on earlier observations by Umoja Noble about biased search results.
    • Example: A 2010 incident where top Google search results for "black girls" yielded explicit pornographic content, illustrating how representations can reflect a corporate logic of neglect or profit from racism and sexism.
  • Implications for researchers: When searching for reliable sources, you must account for biases in search engines, including prior search history, other users’ histories, and advertiser influence.
  • Mitigation tips: Use university library services to mitigate bias; rely on peer-reviewed sources; actively seek perspectives that privilege marginalized voices; diversify search strategies.
  • Caution: Coding and search results reflect racial, gender, and ethnic biases; examine references critically.

Some Ways Forward

  • There is no simple fix for deeply rooted issues of bias and inequity; however, conscious writers can take steps to address their own biases and bias in their fields.
  • Writer’s stance: Be aware of biases and actively work to combat them.

Diversify Your Sources

  • Journalists Ed Yong and Adrienne La France sought to fix gender bias in their work by diversifying sources.
    • Yong’s approach: He now spends more time searching for female sources, tracks who he contacts and interviews, and cites women about 50%50\% of the time.
    • He also tracks voices of color, LGBTQ individuals, immigrants, and people with disabilities; La France revised her go-to sources to emphasize women’s achievements.
  • In research design: Diversifying sources includes considering research methods and project design; ensure cultural and gender representation when human subjects are involved.
  • Considerations: Much medical and social research historically relied on samples of predominantly white men; while valuable, findings may not directly apply to women, people of color, or individuals with lower socioeconomic status.

Write Inclusively

  • After identifying a diverse pool of sources, practice inclusive reporting.
  • Pronouns: Ask people their pronouns (she/him, they, xe/zel, etc.) and use them in your work.
  • Describing individuals and communities: Balance highlighting accomplishments across genders, identities, and abilities; avoid reducing individuals to disability or other traits.
  • Respect evolving language: Use terminology as communities prefer, and keep up with evolving conventions.
  • Guidance and style resources: The National Association of Black Journalists (style guide) and the National Association of Hispanic Journalists provide guiding principles.

ACTING ETHICALLY & RESPONDING TO UNETHICAL SITUATIONS

Matt McKinney and Gia Alexander discuss ethical behavior and how to act when faced with unethical situations.

Whistleblowing

  • Definition: A whistleblower is typically a lower-ranking member who reports pervasive unethical activity by someone higher up.
  • Potential consequences: Whistleblowers are often punished for exposing wrongdoing.
  • Protections and resources: When reporting unethical activity, be aware of protections and resources at your disposal and possible consequences.
  • As a journalist or ally, you may have a duty to protect whistleblowers’ privacy and safety.

Respecting and Promoting Diversity

  • Diversity advantages go beyond hiring: Value the perspectives of communities you are not a member of on issues affecting them.
  • Decision-making: When possible, involve members of marginalized communities in decisions that affect them.
  • Two main impacts of diversity issues:
    • Treatment: How individuals are treated.
    • Impact: The actual effects of policies on different communities; even seemingly equal treatment can have unequal impacts.
  • Example of potential bias: A policy requiring all employees to have a valid driver’s license could discriminate against people with disabilities who cannot drive, even if the policy seems universally applied.
  • Privacy and space: If there is a dedicated diversity office, respect its privacy and do not insert yourself into that space.
  • Uplift and empowerment: Acknowledge and elevate the work of all employees, and empower them when possible.

Ethics of Diversity in Technical Communication

  • Beyond interpersonal communication, ensure that produced documents and communications promote diversity in language and appearance.
  • Visual representation: Use brochures that show people of multiple races, genders, and ages.
  • Language and imagery: Capitalize terms like Black and Brown when referring to people; foreground personhood rather than disability (e.g., use "people who use wheelchairs" rather than "wheelchair-bound people").
  • Pronoun usage: Be sensitive to pronoun preferences; in many cases, singular they is appropriate, but consult the individual.
  • Naming conventions: Use names that reflect a variety of genders, cultures, and communities.

Careful Language on Race, Gender, and Ability

  • Capitalization: It is customary to capitalize Black and Brown when referring to people.
  • Disability terms: Foreground personhood; describe mobility aids as tools (e.g., a wheelchair is a tool used by some people who have mobility impairments).
  • Pronouns: When possible, consult individuals about their pronouns; some communities (e.g., some deaf or blind individuals) may have preferences.
  • Evolving terminology: Language changes over time; update terminology to reflect current usage.

Pronouns and Names in Examples

  • When writing examples or scenarios, use names from a variety of genders, cultures, and communities.

Sexual Harassment

  • Respect personal space and privacy; do not use institutional power to exploit subordinates.
  • If someone reports sexual harassment, encourage them to report to Human Resources and respect their right to report.
  • Title IX obligations: Institutions like universities must report sexual harassment regardless of the victim’s wishes; inform the victim of the obligation to report in advance.

Theft or Abuse of Company Resources

  • Theft can include more than money (e.g., embezzlement, tax fraud) and can involve company property like office supplies.
  • Side-hustles: It is increasingly common for workers to freelance or take second jobs; keep this separate from your main job.
  • Conflicts of interest: If a second job conflicts with your primary employer (e.g., freelancing for a competitor), you must report it.

General Ethical Reminder

  • In any situation with potential unethical activity, be mindful of your words and actions; avoid enabling or contributing to unethical activity, even inadvertently.
  • Consider short- and long-term consequences for all involved and be aware of reporting resources and procedures.
  • It is better to possess this knowledge and not need it than to need it and not have it.