Actually almost no evidence of this claim. People don't generally mindlessly apply stereotypes. Evidence reviewed in @PsychRabble's 2012 book.https://twitter.com/sonyaellenmann/status/979803764612775936 …
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Replying to @KirkegaardEmil @PsychRabble
I'm unsure if you're saying something like "vague prejudice doesn't predict specific actions," which I agree with, or "the brain isn't bayesian at all"?
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Replying to @sonyaellenmann @PsychRabble
Evidence shows that people use stereotypes reasonably and indeed they improve accuracy because they are accurate priors.
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Replying to @KirkegaardEmil @PsychRabble
To some extent, but when they get baked into policy it's tricky. E.g. if you preferentially interview men, you hire some amount of subpar men who would have been outperformed by the best of the women candidates
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Obvious policy implication is that to minimize prejudice we should explicitly test + display relevant metrics so that people can rely on them directly instead of stereotyping heuristic
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Replying to @eigenrobot @sonyaellenmann and
"obviously we should have IQ badges"
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Replying to @AmbrosialArts @sonyaellenmann and
I shudder at the thought of the revelation of some metric re: my ability to focus on a project I'm only marginally interested in
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Replying to @eigenrobot @AmbrosialArts and
TBH work the correlational datasets you can build off of say Facebook I'm pretty sure that this already effectively exists, not sure if legal though.
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my understanding is that generally the most useful metrics are illegal to use for employers because disparate impact related https://www.nber.org/papers/w20095
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Replying to @eigenrobot @AmbrosialArts and
Ohh, interesting, lines up with my expectations to some degree on the whole testing improves outcomes for minorities by providing a signal for employers to latch onto thing.
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