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“Sound Guys:” How Bias is Transmitted Through Implicit (and Explicit) Language

How many of us have been approached with, “Wow it’s weird to see someone like you at the console! Do you know what all those buttons do?,” and the immediate thought was, “What do they mean by that?” Some of the language we use contains implicit bias that can perpetuate harmful stereotypes. My intention here is to talk about how language can be harmful and why it is important to be mindful of the impact of our words.

Let’s start by looking at an example of a comparison that tries to present two subjects equally, but does just the opposite. Stanford linguists conducted a study on the sentence, “Girls are as good as boys at math.” The sentence implies that being good at math is more common for boys than for girls. When they swapped “girls” and “boys” so the sentence read, “Boys are as good as girls at math,” subjects associated a natural math ability with “girls,” as the second part of the sentence. While the first sentence is trying to convey that both sexes are equally good at math, it’s actually implying that math comes to boys more naturally because it is setting “boys” as the standard for “girls” to meet.

The same thing applies when someone says something like, “Although she is a girl, she is really good at math.” This sentence is suggesting that girls are not usually good at math by saying that this person is, despite the fact that she’s a girl. By insinuating that this girl is an anomaly, we are implicitly telling other girls that they probably are not good at math because girls usually are not.

Subtle Prejudice

Subtle prejudices crop up in the audio industry when we hear people say things like, “Mary can mix a band as good as Steve,” or  “They’re a girl but they can push a subwoofer like a man.” By setting men as the standard for both of those skills, it is possible that we are intimidating women out of those roles even if the intent is to praise someone for their skills. When we use sentence structure that unintentionally creates comparisons between two subjects, we are sending a message that we think one of those subjects is better than the other.

Alternatives

These alternatives are more inclusive: “Mary and Steve are really great front-of-house engineers.” And, “They’re really strong and great at loading trucks!” Now we are promoting someone for their unique skillset, without comparing them to anyone else or saying that they are an exception to a standard.

Implicit Bias

Implicit bias in language exists in ways other than the order of words in our sentences. Linguistic Intergroup Bias (LIB) occurs when we describe people that fit into our own demographic in a positive light, whereas people outside our demographic receive negative descriptors. In a study conducted at Emory University, two groups of students were shown cartoons of adults depicting different scenarios and asked to describe what they saw. Participants in one group provided judgmental descriptions for illustrations of folks outside of their own demographic and described folks within their personal demographic more matter-of-fact. Participants in a different group were shown the same pictures but asked to acknowledge their first thoughts as social constructs that had nothing to do with the events in the pictures. After taking a moment to recognize their own biases, the students in the second group wrote factual and non-judgmental descriptions for illustrations of people in and outside of their demographics.

Unconscious Bias

Most of us have unconscious biases that we transmit through speech. The study on LIB at Emory University demonstrates that we tend to favor folks that remind us of ourselves, and those biases become exacerbated when we continue to describe “outsiders” with judgmental language. We see this favoritism manifest in the industry in a number of ways; Like when men refer to other men as “assertive” and women are “bossy.” They have ingrained biases about how women should act and transmit it via a double standard in their speech.

Problematic Language

Problematic language doesn’t just exist in how we structure our sentences or what we choose to say. Many tech companies, such as Google, Amazon, and Twitter, have stopped using “master/slave” to describe one piece of hardware receiving commands from another. Nikon stopped using such terminology twenty years ago. And what about calling cable ends “male” and “female?” It doesn’t describe what those cable ends do. It’s time we call them what they are — plugs and jacks. The live performance was the first form of entertainment. Why then, is it the last to change?

Our jobs dictate that we adjust to changes in complex technology. With the rise of digital audio, audio engineers had to switch from analog snakes to CAT5 and fiber cables. Now engineers are becoming competent at networking technology as the foundation of most sound systems. Audio folks are very adaptable! We really shouldn’t balk at changing a couple of words that come from traumatic or problematic origins.

Moving Forward

Thankfully, there is a movement within the industry; some regional theater companies have stopped using the phrase “hang the blacks,” when the crew hangs stage curtains. They say “hang the black curtains” instead. Implementing change in the terminology we use can be done, we just have to make the conscious choice.

Many established technicians and engineers have said, “Well, what people say hasn’t bothered me. I kept my head down and showed up to work.” This is a textbook case of survivorship bias, which is when we persevere through poor treatment from others, accepting those challenges as a necessary part of our career paths because we do not see the people that did not survive. Just because a few of us have made it by tolerating toxic environments does not mean that is the way it has to be. And, it becomes a cycle; those survivors can contribute to perpetuating toxic work environments due to learning harmful techniques and tone from bad mentors. For every individual who tolerated a bad work environment, there are several people that were chased out, and not for lack of thick skin.

There are scientific ways to discover our unconscious biases. Take these tests from Harvard’s Project Implicit – here are many! Do one at a time. Inclusion efforts, like all aspects of professional development, are a marathon and not a sprint. That is to say, it is imperative to keep it up. While part of the job is dealing with pressure, we need to stop creating unnecessary tension through speaking our unconscious biases. If you are a supervisor or in charge of hiring, check in with your crew and see if they are also taking these tests.

From a financial standpoint, it literally pays to take steps to create an inclusive workplace. If we are driving people out, we will not diversify, grow, or even replace retiring talent. Most of us can identify with being short-handed on a gig — it really sucks! Not to mention that if people leave because of an intolerable environment, there is the cost of hiring someone new. Turnover is expensive, and retaining your crew by encouraging a positive environment will save you the pain of hiring costs. Creating an inclusive environment will also open you up to new client relationships. It is possible that you will attract new employees who are savvy technicians and great with clients. This means those clients will keep coming back! Plus, your current employees will feel emotional support and do better and more efficient work. So there is absolutely monetary gain in educating employees on inclusivity.

Regardless of our intentions, the language we use can either implicitly or explicitly transmit bias because what we say conveys our thoughts and beliefs. Bias can be passed through sentence structure, how we describe others and industry terminology. If we educate each other and address implicit language that transmits bias, we open up our industry to new people, new ideas, and innovation that we might be missing out on right now.

Sources:

First, huge thanks to my editors Ellen Juhlin, Corwin Evans, Jenapher Zheng, and Julien Elstob for their feedback. You all held me accountable in writing well and making sure I got my point across!

Survivorship Bias (Wikipedia) https://en.wikipedia.org/wiki/Survivorship_bias

The Power of Language: How Words Shape People, Culture (Stanford News) https://news.stanford.edu/2019/08/22/the-power-of-language-how-words-shape-people-culture/

Some Well-Meaning Statements Can Spread Stereotypes (Stanford News) https://news.stanford.edu/2018/07/10/well-meaning-statements-can-spread-stereotypes-unintentionally/

The Story Behind “Master-Slave” Being Excluded by (Most) Tech Firms (Ongig Blog) https://blog.ongig.com/diversity-and-inclusion/master-slave-computer-term-bias/

How to Find Prejudice Hidden in Our Words (greatgood.berkeley.edu) https://greatergood.berkeley.edu/article/item/how_to_find_prejudice_hidden_in_our_words

Stereotypes and Biased Language (Purdue Online Writing Lab) https://owl.purdue.edu/owl/general_writing/academic_writing/using_appropriate_language/stereotypes_and_biased_language.html

Your Words Have Impact, So Think Before You Speak (Entrepreneur.com)

https://www.entrepreneur.com/article/251290#:~:text=Within%20the%20words%20we%20speak%20is%20an%20emotional%20potency.&text=Words%20influence%20others%20and%20build,whether%20it’s%20good%20or%20bad.

 

One Is Not Enough: Understanding Bias in the Audio Community

The studio owner skimmed my resume and nodded several times. He glanced up at me, back down at the resume, and then carefully set it back on his desk.

“Your credentials are great. The chair of the Sound Recording Department recommended you very highly, and we have a close relationship with him. So, we will hire you… We will hire you, but you won’t last. We will make sure of that.”

He paused, and I waited for an explanation.

“We don’t hire women. Studio policy,” he stated matter-of-factly.

Unfortunately, he was right: I didn’t last. I worked as hard I could imagine meticulously recording patch bay settings and outboard gear levels, setting up drum kits, moving gobos that were many times my weight, and carefully calculating my mic placements. I silently fought my way to being one of the studio’s best assistant engineers. All the while, my shifts were cut, I was offered up as entertainment to the clients and was goaded with sexual comments and sometimes worse.

After a long year of staying simply to prove the owner wrong, I quit. I had realized that by remaining there, I was succeeding only in making myself miserable.

That was my first experience in the industry.

Luckily, that kind of overt discrimination is rare even in an industry that is so male-dominated. For the most part, over the course of my ten-year-plus career, my co-workers have been my biggest supporters and have often become close friends.

Thus I would like to discuss something much more prevalent and subtle than overt discrimination: bias. By this, I specifically mean the assumptions that we make about any group as a whole based on our own previous interactions with members of that same group.

Fei Xu, a development psychologist who has researched this phenomenon, has reported that this is a natural instinct, even a necessary one. This innate human talent for using our past experiences to make assumptions about new things has helped us throughout our evolutionary existence. We have come to recognize that if a new animal has sharp fangs, it is likely a predator and not a friend. We have come to categorize small, round, red things as berries and have then innately known that they will be sweet and a stupendous source of energy. This ability to categorize based on our past experiences has single-handedly lead to our continued survival on Earth.

Unfortunately, it has also led to bias. Our evolutionary programming tells us to trust our previous experiences and draw natural conclusions based on them. Thus, our experience tells us that on the mix stage, the men are most likely the technical employees and the women the clients. It tells us that at sound industry award shows, the men are the nominees and the women are the wives and girlfriends.

As a supervising sound editor, I was once asked to add a Dolby E-encoded printmaster to my deliverables for a project. I had not encountered this request before, so I read up on the process and then made an appointment with our layback department to discuss it. When I showed up for that meeting and began to ask technical questions, the engineer responded to each one starting with the phrase “Tell your boss that he should…” Clearly, it had not occurred to him that I was the boss.

I did not correct him, and perhaps I should have. As uncomfortable as it made me to have him assume that I was someone’s assistant, I knew that his responses were not ill-intentioned. This was a case of an honest mistake based on actual real-life experiences. Most likely, he had never personally encountered a female supervising sound editor.

Furthermore, women are not immune when it comes to bias. I, too, have found myself wondering who that new producer is only to find out that she is, in fact, a sound editor or mixer. We all live in the world as it is, and our minds create the necessary assumptions to accommodate that world. We are not bad people for this. We are simply people.

As you can imagine, it is difficult to not only exist but thrive, in an environment that finds my pure existence to be a surprise. Add to that the constant visual reminder that no one else looks like me, that I am “other,” and you will understand the force of impact that this has had on my professional life. This impact is purely facilitated by numbers, not the environment. As long as there are so few women in audio positions, this issue of bias will remain.

So what should we, as an industry, do? The answer should be obvious: hire more women. Previously, I had thought that there was a general lack of women in the industry because young women were not pursuing audio engineering in school or as a career. However, since becoming a partner in a post-production sound studio of my own, I have been inundated by resumes, requests for coffee meetings, and emails asking for advice from the exact set of young women which I did not previously think existed. Not only are they there, but they are hungry for careers.

So, my request to you is twofold:

First, I ask that you do something scary. I ask that you create a situation in which you will be “the only one.” Put yourself in a position where you are a willing participant in a situation where everyone else is different than you. Go to a mommy and me yoga class, attend a service at a Sikh temple, drive to East Cesar E Chavez Avenue and spend an afternoon chatting with the shop owners and eating at a restaurant. It is important that you do this alone.

You will most likely feel out of place and isolated as if everyone is looking at you even when they aren’t. Those feelings underline the fact that as welcoming and accepting as any environment is, it is impossible to feel completely at ease when you are “the only one.” I challenge you to understand that one woman in a company or even in a department is not enough to claim diversity or to dispel ideas of gender inequality or workplace discomfort.

That brings me to my second request: I ask that you do your best to help women find a place in the audio community. If you are in a position to do so, interview more women when you have a job opening. Suggest female candidates to your boss. Answer LinkedIn requests. Give career advice. Brush aside the idea that your assistance may be misconstrued as a romantic interest. If there were more women, young female audio engineers would surely contact them to ask for coffee meetings and phone calls (a fact made evident by my now-flooded inbox), but for now, you are their best chance for an inside perspective.

More resources for A More Inclusive Industry

See the original post here.

 

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