Jules Holroyd’s research while affiliated with The University of Sheffield and other places

What is praise? I argue that we can make progress by examining what praise does. Functionalist views of praise are emerging, but I here argue that by foregrounding cases in which expressions of praise are rejected by their direct target, we see that praise has a wider, and largely overlooked, social function. I introduce cases in which praise is rejected, and develop a functionalist account of praise that is well placed to make sense of the contours of these cases. My claim is that praise functions to affirm and entrench values, exerting pressure in praise's audiences to affirm the values expressed. I show how my account overcomes some of the limitations of recently developed accounts of praise.

Philosophers have had a lot to say about blame, much less about praise. In this paper, I follow some recent authors in arguing that this is a mistake. However, unlike these recent authors, the reasons I identify for scrutinising praise are to do with the ways in which praise is, systematically, unjustly apportioned. Specifically, drawing on testimony and findings from social psychology, I argue that praise is often apportioned in ways that reflect and entrench existing structures of oppression. Articulating what is going wrong here helps us to see what to do about it.

Motivating reforms to address discrimination and exclusion is important. But what epistemic practices characterise better or worse ways of doing this? Recently, the phenomena of implicit biases have played a large role in motivating reforms. We argue that this strategy risks perpetuating two kinds of epistemic oppression: the vindication dynamic and contributory injustice. We offer positive proposals for avoiding these forms of epistemic oppression when confronting racism.

Implicit bias training (IBT) is now frequently provided by employers, in order to raise awareness of the problems related to implicit biases, and of how to safeguard against discrimination that may result. However, as Atewologun et al (2018) have noted, there is very little systematicity in IBT, and there are many unknowns about what constitutes good IBT. One important issue concerns the tone of information provided regarding implicit bias. This paper engages this question, focusing in particular on the observation that much bias training is delivered in exculpatory tone, emphasising that individuals are not to blame for possessing implicit biases. Normative guidance around IBT exhorts practitioners to adopt this strategy (Moss-Racusin et al 2014). However, existing evidence about the effects of moralized feedback about implicit bias is equivocal (Legault et al 2011; Czopp et al 2006). Through a series of studies, culminating in an experiment with a pre-registered analysis plan, we develop a paradigm for evaluating the impact of moralized feedback on participants’ implicit racial bias scores. We also conducted exploratory analyses of the impact on their moods, and behavioural intentions. Our results indicated that an exculpatory tone, rather than a blaming or neutral tone, did not make participants less resistant to changing their attitudes and behaviours. In fact, participants in the blame condition had significantly stronger explicit intentions to change future behaviour than those in the ‘no feedback’ condition (see experiment 3). These results indicate that considerations of efficacy do not support the need for implicit bias feedback to be exculpatory. We tease out the implications of these findings, and directions for future research.

Implicit biases are, roughly speaking, automatic cognitive tendencies to evaluate or stereotype. They are particularly problematic when they target social identities, and have been hypothesized to have a role in sustaining patterns of discrimination and inequality. Research on implicit biases raises a whole host of philosophical questions, such as: What are implicit biases? What wrongs or harms are implicit biases implicated in? Are people responsible, individually or collectively, for having implicit biases and acting on them? How relevant are implicit biases to an adequate understanding of injustice and to responses to it? What sort of responses should we take? This entry examines these questions and points to other areas of philosophy where implicit bias research is of import.

Cognitive biases are systematic tendencies of thought which undermine accurate or fair reasoning. An allied concept is that of ‘implicit bias’, which are biases directed at members of particular social identities which may manifest without individual’s endorsement or awareness. This article reviews the literature on cognitive bias, broadly conceived, and makes proposals for how judges might usefully think about avoiding bias in their decision making. Contra some portrayals of cognitive bias as ‘unconscious’ or unknowable, we contend that things can be known about our psychological biases, and steps taken to address them. We argue for the benefits of a unified treatment of cognitive and implicit biases and propose a “3 by 3” framework which can be used by individuals and institutions to review their practice with respect to addressing bias. We emphasise that addressing bias requires an ongoing commitment to monitoring, evaluation and review rather than one-off interventions.

Research programs in empirical psychology over the past few decades have led scholars to posit implicit biases. This is due to the development of innovative behavioural measures that have revealed aspects of our cognitions which may not be identified on self-report measures requiring individuals to reflect on and report their attitudes and beliefs. But what does it mean to characterise such biases as implicit? Can we satisfactorily articulate the grounds for identifying them as bias? And crucially, what sorts of cognitions are in fact being measured; what mental states or processes underpin such behavioural responses? In this paper, we outline some of the philosophical and empirical issues engaged when attempting to address these three questions. Our aim is to provide a constructive taxonomy of the issues, and how they interrelate. As we will see, any view about what implicit bias is may depend on a range of prior theoretical choices.

Research programs in empirical psychology from the past two decades have revealed implicit biases. Although implicit processes are pervasive, unavoidable, and often useful aspects of our cognitions, they may also lead us into error. The most problematic forms of implicit cognition are those which target social groups, encoding stereotypes or reflecting prejudicial evaluative hierarchies. Despite intentions to the contrary, implicit biases can influence our behaviours and judgements, contributing to patterns of discriminatory behaviour. These patterns of discrimination are obviously wrong and unjust. But in remedying such wrongs, one question to be addressed concerns responsibility for implicit bias. Unlike some paradigmatic forms of wrongdoing, such discrimination is often unintentional, unendorsed, and perpetrated without awareness; and the harms are particularly damaging because they are cumulative and collectively perpetrated. So, what are we to make of questions of responsibility? In this article, we outline some of the main lines of recent philosophical thought, which address questions of responsibility for implicit bias. We focus on (a) the kind of responsibility at issue; (b) revisionist versus nonrevisionist conceptions of responsibility as applied to implicit bias; and (c) individual, institutional, and collective responsibility for implicit bias.