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᠅ Diversity means acceptance and respect. This means understanding that everyone is unique and acknowledging our differences. Refers to the full range of human differences, including but not limited to race, ethnicity, gender, sexual orientation, age, socioeconomic status, physical abilities, religious beliefs, political beliefs and other ideologies.It’s about understanding each other and moving beyond mere tolerance to embracing and celebrating the rich diversity within each person.

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᠅ A stereotype is a simplified and often exaggerated belief or image about a person or group.

It comes from our brain's natural tendency to categorize people based on our experiences, which is essential for survival. However, stereotypes often overlook individual differences and can be influenced by media, upbringing, and societal views. They can be either positive or negative.

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It is really important to understand what stereotypes and bias are to understand diversity.
And by learning these concepts, we can learn to treat people fairly and accept their differences. It allows us to create a safe and friendly environment, where everyone feels represented and respected. It is important to recognize that everyone is unique, and that having different points of view makes us stronger.

•For example at school, when you are a child you are surprised by many things, such as seeing a classmate arrive with a kind of scarf on her head or with very strange jewelry, you wonder why she is dressed that way, without understanding that it is part of her culture, you realize the diversity that exists in cultures (in this case Mapuche), or when you see people with different bodies, such as height, hair and skin color. It is normal to see that young children are surprised to see children with different aspects from them. That is why it is important to instill these concepts.

•Like stereotypes and biases, society usually has the perception that low-income people are lazy or not hard workers, or that upper class people are more intelligent or sophisticated, they may have more facilities in life, but not by not having the same amenities one can not become better or equal to them, having more or less does not make you better or worse people.

•The same as with thin or fat people, it does not make you a better or worse person.
being a person with more weight you are going to be less healthy or less pretty, being fat is not synonymous of being unhealthy or not caring about yourself, others do not know what they are going through in your life. As it is thin, it is not synonymous with being sick or being "weak", society strives to instill stereotypes for everything, so teach people from an early age these concepts is key to be better and grow as a society.

In conclusion, the concepts of diversity, stereotypes, and bias are intricately linked in shaping our perceptions and interactions with others.
To foster an appreciation of diversity, it is crucial to challenge stereotypes and biases

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᠅ Bias refers to biases that can influence a person’s decision-making process.

It can be conscious or unconscious and affects many different areas of life, such as cognition, behavior and decision-making.

But biases are often based on positive and negative stereotypes, rather than actual knowledge about a person or situation. These cognitive shortcuts can result in biases that lead to hasty decisions or discriminatory practices.

Common examples of unfair bias are based on stereotypes about race, ethnicity, gender, religion, group, etc.”

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Stereotypes for kids - What are stereotypes?

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Book club on diversity, stereotypes, and prejudices:

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Book club on diversity, stereotypes, and prejudices:

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Create a club where students can read books with characters from different cultures and authors from diverse backgrounds. This will promote understanding and empathy among students, and they will be able to explore and understand that there are many cultures and lifestyles and, above all,that we are all different and think differently.

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᠅The relationship between diversity, stereotypes, and bias is multifaceted and interconnected. Bias and stereotypes can really impact diversity. They can shape societal norms and attitudes.
For example, when people assume things about women's abilities at work, it can lead to fewer women being hired or respected in the workplace.
This means certain groups aren't represented well and can feel left out,
These biases also affect how society sees different types of people, which can cause misunderstandings and fights between people from different backgrounds.

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MOVIES:

•“The adventures of Priscilla: Queen of the desert” by Stephan Elliott
•”Hidden figures” by Theodore Melfi

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Exhibit about cultures that catch their attention, where they have to explain to their classmates how they are different from theirs, what prejudices and stereotypes these cultures contain, and what they can explain why they caught their attention. It will encourage each student's critical thinking by making them think about new things, and also learn the term diversity by learning about different cultures.

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Create games where students are asked questions about diversity, stereotypes, and bias. How to challenge common stereotypes and prejudices and ask them what they think, if they are right or wrong, if they would change them, or if they feel they are helpful to society. By making it fun and engaging, students are more likely to remember and internalize the information, leading to a more positive attitude towards diversity.

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The Ohio State University - Administration & Planning

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WHAT IS BIAS? - Intro for young children

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MOVIES:
• “Wonder” by Stephen Chbosky

BOOKS:
•”It's Trevor Noah: Born a Crime: Stories from a South African Childhood” by Trevor Noah
• “We Should All Be Feminists” by Chimamanda Ngozi Adichie

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Abstract

This article introduces the topic of diversity in this minisymposium by defining the terminology as well as providing descriptions of the positive impact of diversity. We aimed not only to examine the proven effects of diversity, but also to understand the barriers present so we can effectively mitigate these at the individual, institutional and systemic levels.

Keywords: Belonging, Diversity, Equity, Health care, Inclusion

Definition

According to the Oxford English Dictionary, "diversity" is defined as "the practice or quality of including or involving people from a range of different social and ethnic backgrounds and of different genders, sexual orientations, etc." [ 1]. Because technology has helped to make the world more accessible, and with travel and immigration (particularly when there is no pandemic), people are no longer working or living in an insular environment. Living and working with people who have differences is common. By embracing these differences, we celebrate the diversity of the human experience and enrich our profession.

Increasingly, young people live in a diverse community. Census data within the United States from 2018 indicate that most children younger than 15 years are from non-White groups [ 2]. Increasing attention to attributes such as gender identity, ability, ethnicity, sexual identity, creed, socioeconomic background, age, military experience, learning style, personality, education level, geographic background/country of origin, language, marital status, caretaker status, occupation and appearance is necessary because of both a history of oppression and persisting implicit bias. Within the United States, historical structures, many persisting to our modern day, have perpetuated prejudice and discrimination against those who are not able, White, straight, affluent, cis-gender Christian men. We must recognize that individuals who are members of non-dominant groups often face significant disadvantages throughout their lives inclusive of educational opportunities.

"Intersectionality" reflects the concept that combinations of social identity can have impact on oppression or privilege. It is imperative that diversity is considered in hiring or selection practices (such as for school or training programs), but also in regard to inclusion and belonging. To illustrate these concepts, diversity is like being invited to dinner; inclusivity is eating at the same table with the same offering of food and tableware; belonging is being able to eat as if you were in your own home. All three are crucial for success. "Tokenism" results when someone who is not of the majority is merely invited but not actually given the same benefits or consideration, i.e. not included.

"Equity" refers to providing resources appropriate to the environment to obtain equal outcomes. Imbalances within our social systems result in a need to provide equitable processes.

Although we know that race is a political or social construct, without a biological basis, institutional racism is a reality in the United States. The term "race" is at the forefront of descriptions and discussion of diversity and in any survey for new employees as well as in research studies, but the results can often be confusing because of the variety of definitions and perceptions as well as mistrust caused by institutionalized racism.

Institutionalized racism is at the forefront of national attention in the wake of the numerous tragic deaths that are increasingly brought to public attention. Although the murder of George Floyd in 2020 was a seminal moment for political organizing, his death has been both preceded and followed by many other Black and indigenous people of color who have died at the hands of police or vigilantes. Similarly, the poorer outcomes for people of color with regard to the coronavirus disease 2019 (COVID-19) pandemic provides a health care example of the impact of systemic bias. Bias in the community is replicated in any work environment without intervention. Diversity and equity in the workplace is a step toward bringing an end to institutionalized racism.

Increasing attention is given to the "social determinants of health," which refers to the ways in which conditions in people's environments contribute to their wellbeing. The literature and electronic medical records are among the realms in which we see discussion of social determinants of health [ 3]. Many of the features of diversity are those that are included in social determinants of health, which can contribute to inequalities in health among groups and are not caused by genetics or willful choices but by cultural factors. Once again, the example of worse outcomes for people of color with COVID-19 illustrates how social determinants of health can result in health inequalities. The impact of these social determinants of health is yet another reason for the importance of diversity within all aspects of life, but particularly within health care delivery systems. By hiring diverse people in our workplaces inclusive of leadership positions, we help broaden the perspectives of the decision makers and we present a workforce that reflects the community.

Proven benefits

Numerous studies have shown that workers demonstrate better productivity with better health care delivery when there is a diverse environment [ 4- 8]. Further, being inclusive and welcoming is simply the right thing to do. In the United States, many forms of explicit bias are now illegal. Hewlett et al. [ 9] reported that more diverse groups result in higher levels of performance as well as innovation. Individuals and teams can perform better when they are able to focus on their tasks in a comfortable environment. In addition, a broader perspective and new concepts can be brought forth when all members are able to communicate their ideas. Being inclusive and embracing diversity results in a larger talent pool from which to select team members. Excluding any particular group is a loss for the field. Greater problem-solving ability is found with increased diversity [ 10- 12]. Work output and health care delivery improve with diversity, and evidence demonstrating improved health outcomes is likely to increase steadily with more emphasis on diversity in practice and in research.

Obstacles

"Unconscious bias" or "implicit bias" is described as an attitude or reflexive behavior that alters our perceptions and affects our behavior, decision-making and interactions [ 13- 23]. It is important to note that the influence can be positive or negative and might not coincide with our stated beliefs. Unconscious bias is unintentional. It can be seen in forms like gender bias, racial bias, disability bias, affinity bias and beauty bias. One of the notable studies illustrating bias is a randomized double-blind study in which application materials of identical students were provided to faculty with the only difference being the randomly assigned male or female gender of the applicant, and the results demonstrated a clear bias in favor of the male applicant. This bias was present in both male and female faculty [ 14]. This study highlights that being a member of a discriminated group does not make a person immune from bias against that group. Unconscious bias can be measured by the Implicit Association Test (IAT), which is inexpensive and accessible online [ 24] and can provide feedback on personal unconscious bias for self-reflection. However, although the test taker receives immediate feedback, this test does not appear to change behavior [ 25]. Additional work is needed to correct these biases. It becomes important to mitigate unconscious bias at both individual and organizational levels to promote diversity, equity and inclusion [ 26- 30]. Measures can be taken to correct unconscious biases, and recognizing that they exist is the first step.

There is a shortage within our pediatric radiology workforce that creates a challenge for those trying to hire a diverse staff. Alternatively, one could view this shortage as an opportunity to recruit from groups who are traditionally underrepresented within our field.

Conclusion

The positive impact of diversity in the workforce is undeniable and offers clear benefits [ 31]. Some clear advantages of having a diverse workforce are a bigger talent pool, increased employee trust and engagement, new perspectives, innovation, better decision-making, improved performance and stronger business profiles and profits. Institutions that are committed to promoting diversity and inclusion have formed committees and taskforces to implement effective change at their workplace. Diversity is not just the right thing to do, it is the essential thing to do. Diversity creates a more cohesive environment so that the health care entity has all the right tools it needs to succeed.

Declarations

Conflicts of interest

None

Footnotes

Publisher's note
Springer Nature remains neutral with regard to jurisdictional claims in published maps and institutional affiliations.

References

1. Oxford University Press (2021) Oxford English Dictionary. https://www.oed.com/. Accessed 27 Dec 2021

5. Institute of Medicine Committee on Institutional and Policy-Level Strategies for Increasing the Diversity of the U.S. Healthcare Workforce . In the nation's compelling interest: ensuring diversity in the health-care workforce. Washington, DC: National Academies Press; 2004. [[ PubMed] Google Scholar]

7. Gomez LE, Bernet P. Diversity improves performance and outcomes. J Natl Med Assoc. 2019;111:383-392. [[ PubMed] Google Scholar]

9. Hewlett S, Marshall M, Sherbin L. How diversity can drive innovation. Harv Bus Rev. 2013;91:30-31. [ Google Scholar]

10. Roberge ME, van Dick R. Recognizing the benefits of diversity: when and how does diversity increase group performance? Hum Res Man Rev. 2010;20:295-308. [ Google Scholar]

12. Page SE. Making the difference: applying a logic of diversity. Acad Man Perspect. 2007;21:6-20. doi: 10.5465/amp.2007.27895335. [[ CrossRef] Google Scholar]

14. Lewis D, Paulson E. Proceedings of the diversity and inclusion innovation forum: unconscious bias in academic medicine. Washington, DC: Association of American Medical Colleges; 2017. [ Google Scholar]

15. Staats C, Patton C. State of the science: implicit bias review. Columbus: The Ohio State University; 2014. [ Google Scholar]

19. Ly DP, Seabury SA, Jena AB. Differences in incomes of physicians in the United States by race and sex: observational study. BMJ. 2016;353:1-8. [[ PMC free article] [ PubMed] Google Scholar]

20. Osseo-Asare A, Balasuriya L, Huot SJ. Minority resident physicians' views on the role of race/ethnicity in their training experiences in the workplace. JAMA. 2018;1:1-11. [[ PMC free article] [ PubMed] Google Scholar]

31. Weech-Maldonado R, Dreachslin JL, Dansky KH, et al. Racial/ethnic diversity management and cultural competency: the case of Pennsylvania hospitals. J Healthc Manag. 2002;47:111-124. [[ PubMed] Google Scholar]

Articles from Pediatric Radiology are provided here courtesy of Nature Publishing Group

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This article introduces the topic of diversity in this minisymposium by defining the terminology as well as providing descriptions of the positive impact of diversity. We aimed not only to examine the proven effects of diversity, but also to understand ...

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Definition:"Gendered Innovations" employs gender as a resource to create new knowledge and stimulate novel design. The Gendered Innovations project develops methods of sex and gender analysis for basic and applied research.

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A bias is a tendency, inclination, or prejudice toward or against something or someone. Some biases are positive and helpful—like choosing to only eat foods that are considered healthy or staying away from someone who has knowingly caused harm. But biases are often based on stereotypes, rather than actual knowledge of an individual or circumstance. Whether positive or negative, such cognitive shortcuts can result in prejudgments that lead to rash decisions or discriminatory practices.

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Stereotypes, bias, and culture are all intertwined concepts that shape our understanding of the world around us.

Stereotypes are generalizations about a group or individual based on assumptions made by an observer. Bias is when these assumptions lead to a judgment or decision not supported by fact or evidence. Culture is a shared set of values, beliefs, and norms that are communicated across generations. It can be seen in language, religion, art, architecture, music, customs, traditions, stories, and other forms of expression. Culture shapes our behavior and thought processes and guides us as we interact with others in society.

All three of these concepts significantly influence how we perceive our environment and interact with other people. Understanding these concepts' role in creating an inclusive, equitable society is important. By recognizing the potential for stereotypes, bias, and cultural differences to shape our behavior or thinking, we can actively work to reduce any negative impact they have on our lives. By doing so, we can strive for a more inclusive and equitable society.

What is a stereotype and how does it form

A stereotype is a fixed, overgeneralized belief about a particular group or category of people. Stereotypes are often negative, and they can be damaging and hurtful. They can cause people to make assumptions about others without actually knowing them, and they can lead to prejudice and discrimination.

Stereotypes become apparent when we see a group of people who seem to share certain characteristics. For example, if we see a group of people wearing the same type of clothing or having the same hair color, we may assume that they are all the same in other ways, too. We may then think of them as being somehow different from "us" and start to judge them based on our preconceived notions.

Over time, these assumptions can become so ingrained that we no longer even realize that we're making them. If we're not careful, stereotypes can easily become self-fulfilling prophecies.

The self-fulfilling prophecy is a phenomenon in which our beliefs about another person can cause them to act in accordance with that belief, even if it is not true. This term particularly applies to stereotypes, where people may expect someone of a certain race, gender, or other group membership to behave in a certain way, and then interpret their behavior in line with that expectation. This can lead to a confirmation of the stereotype and its perpetuation, despite evidence to the contrary.

For example, if one believes Italians are lazy, then they may ignore any signs of hard work from an Italian person and seek other reasons why they do not conform to their expectations. In this way, beliefs about someone can become a self-fulfilling prophecy. It is important to try and recognize when we are interpreting someone's behavior through the lens of our own expectations so that we can avoid perpetuating stereotypes that may not be accurate.

It's important to be aware of our own stereotypes and to work consciously to avoid them. When we make an effort to interact with people from groups that we may be inclined to stereotype, we often find that our preconceptions were wrong and that we have much more in common with the individuals than we originally thought.

How do we as humans tend to act on bias?

As humans, we are naturally wired to make snap judgments based on the limited information available. This can often lead us to act on bias, which can have harmful consequences. For example, if we see someone who is different from us, we may be quick to judge them based on our own preconceptions. This can lead to discrimination and prejudice, which can, in turn, lead to conflict and division.

One way to counter this natural tendency is to be more aware of our own biases and make a conscious effort to overcome them. By getting to know people who are different from us, we can learn to appreciate them for who they are and see them as individuals rather than members of a group. Additionally, by encountering new ideas and perspectives, we can open our minds and better understand the world around us. Only by acknowledging and actively working to overcome our own biases can we hope to create a more tolerant and understanding world.

The difference between bias and stereotype

Stereotypes create a single-dimensional judgment about someone without regard for truth or accuracy. This one-dimensional perception of a person can lead to biased decisions and even discrimination. While both stereotypes and bias are often the results of incorrect assumptions, stereotypes can be far more damaging than biases because they lead to discrimination and prejudice.

Bias, however, is not always negative. It can be based on assumptions or incomplete data that may still be partially accurate, such as the assumption that attractive people are more likely to perform better at interviews.

In any case, biases can be unfair and have a significant impact on people's lives, regardless of whether the bias is positive or negative. We need to recognize our own biases so that we can make unbiased decisions when necessary and avoid perpetuating stereotypes. This helps ensure that everyone is treated fairly and given equal opportunities. Taking the time to recognize our biases can help us make decisions that are based on accurate information, rather than preconceptions or inaccurate data.

By recognizing our own biases and having an understanding of other people's biases, we can become more open-minded and accepting of different types of people. Additionally, learning to recognize stereotypes and challenge them can help us create a world where everyone is treated with respect. Ultimately, it is important to understand the difference between bias and stereotype in order to foster inclusive environments that allow for meaningful dialogue and understanding.

How can bias and stereotyping influence society

While prejudice refers to negative attitudes towards members of a group, discrimination refers to actual actions taken against them. Discrimination can take many forms, including exclusion from social activities, denial of employment opportunities, and violence. All forms of bias, stereotyping, and discrimination are harmful and can have serious consequences for individuals and society.

Bias, stereotyping, and discrimination can have far-reaching negative effects on society. They can lead to a lack of progress or even a backward slide in social and economic advancement for members of affected groups. Bias can limit access to resources and opportunities, create an atmosphere of fear and intimidation, and marginalize individuals who are already vulnerable. Stereotyping reinforces false assumptions and prevents people from being seen as individuals, while discrimination can lead to segregation, unequal treatment under the law, or even violence. These outcomes create an environment of distrust and hinder collaboration among members of society, further perpetuating a cycle of inequality. Ultimately, bias and/or stereotyping can harm society by creating an unjust and unequal system that limits opportunities for social, economic, and political advancement.

Are biases and stereotypes bad for business?

Bias and stereotyping can have a significant impact on business. It can lead to a lack of trust in the workplace, reduced morale, employee turnover, and difficulty attracting top talent. Bias-based decisions around hiring and promotions can create an unfair environment that keeps qualified people from advancing their careers.

Stereotypes encourage unproductive behaviors such as assuming that people from a certain group have the same characteristics and can limit employees' potential. Discriminatory policies or practices can result in costly legal action as well as public relations damage to a company's reputation. Ultimately, bias and/or stereotyping are bad for business because it erodes trust, reduces productivity, and threaten a company's bottom line.

What is the purpose of unconscious bias training?

Unconscious bias training is designed to help people become aware of the biases they may hold towards certain groups of people. The purpose of unconscious bias training is to equip individuals with the tools and knowledge required to overcome the biases they may hold. This involves creating an environment where people can engage in open dialogue, challenge their preconceived notions, and build a foundation of understanding.

Through this process, participants can gain insight into how their attitudes and behaviors are shaped by these biases and how to recognize them in order to act more fairly and equitably. Ultimately, unconscious bias training seeks to create a workplace that is free from discrimination and fosters an inclusive culture of respect and understanding for all. The goal is not simply to be aware of our biases, but to use this awareness as the foundation for changing our attitudes and behaviors. Ultimately, unconscious bias training can help to create a more positive and productive workplace for everyone involved.

The role of culture in shaping our beliefs

The role of culture in shaping our beliefs, biases, and stereotypes is undeniable. It's often through cultural norms that we form our ideas of what is right and wrong, appropriate and inappropriate, good and bad. Culture also provides us with a sense of belonging-a shared set of values, beliefs, and habits that unite us as individuals and give us a unique identity.

Culture plays a significant role in how we process and respond to the events of the world around us. It shapes our values, beliefs, and habits, and gives us a sense of identity and belonging. In times of crisis, culture can provide comfort and support, as well as a framework for understanding and coping with the situation. It can also be a source of division, as different groups grapple with the meaning of the event and its implications for their community. As we continue to respond to the pandemic, it is important to be aware of the role that culture plays in our lives and to respect the diversity of perspectives that exist within our society.

How are beliefs and biases formed?

At a very young age, children form biases and stereotypes that can limit their potential. For example, gender stereotypes lead children to believe that science isn't for girls, which research has shown can have a lasting impact. 80% of boys are encouraged to code at a young age, compared with only 20% of girls. And according to a UK Commission for Employment and Skills study, only 35% of girls in the UK study STEM (science, technology, engineering, and mathematics) subjects after finishing high school. This gap persists into adulthood, with women making up only 27% of the STEM workforce.

Parents play a role in reinforcing these stereotypes. A survey of 2,000 parents in the UK found that they are six times as likely to think of scientists as men than women and eight times as likely to think of engineers as men than women. The data shows that bias and stereotypes begin at a young age and can have a significant impact on career choices and opportunities later in life. Culture also plays a role in shaping these biases. For example, in collectivist cultures where the collective good is valued over individual achievement, women are more likely to be discouraged from pursuing careers in STEM fields. In contrast, individualistic cultures that place a high value on personal achievement are more likely to encourage women to pursue careers in STEM fields. To reduce the impact of bias and stereotypes, it is important to raise awareness of the issue and promote cultural change.

Ways to become more aware of our own biases and stereotypes

We all have biases and stereotypes, even if we're not aware of them. They're a natural part of the way our brains work, and they can influence our behavior and decision-making in sometimes subtle ways. But just because they're natural doesn't mean we have to accept them. There are things we can do to become more aware of our own biases and stereotypes so that we can make an effort to counter them.

One way to become more aware of our own biases is to pay attention to the times when we feel uncomfortable around someone or something. That discomfort might be a sign that we're encountering a bias that we need to examine. We can also try to be more open-minded in our interactions with others, suspends judgment, and listen with the intention of understanding rather than responding. Additionally, studying new cultures and learning about different experiences can help us expand our perspective and challenge our preconceptions. By taking these steps, we can start to become more conscious of our own biases and work to overcome them.

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Stereotypes, bias, and culture are all intertwined concepts that shape our understanding of the world around us. Stereotypes are generalizations about a group or individual based on assumptions made by an observer. Bias is when