AI Don’t Lie: Unveiling Assumptions and Biases in Comparing Black Women to White Women/Men Seeking Academic Leadership Promotions
The power of AI, such as ChatGPT, lies in its ability to parse queries and provide information based on vast amounts of text-based data. As the publisher of the upcoming book, Black Women’s Pathways to Executive Academic Leadership, by Crystal R. Chambers, Ph.D., we set out to explore how AI would respond to how Black women could accelerate their path to leadership in academia based on its algorithms and access to millions of documents, articles, and books.
We then asked the same question of White women and again of men in general. The results of the query brought to light significant disparities in the advice given to Black women compared to their White counterparts, exposing the underlying assumptions and biases embedded in the way we describe and evaluate people of color.
Unpacking the Assumptions
Upon analyzing the results below, it became evident that the advice provided to Black women emphasized a multitude of actions aimed at seeking more qualifications and skills, offering to do more service-oriented activities, and cultivating perseverance and resilience. Steps such as seeking continuous professional development, finding opportunities for ‘stretch’ assignments, and addressing biases and stereotypes highlighted the need for Black women to navigate a complex web of challenges to improve their chances of promotion.
On the other hand, the guidance given to White women and men appeared comparatively straightforward and simplistic, encouraging them to focus on performing their job well, doing research, and even maintaining a healthy work-life balance. See the full list of suggestions given by ChatGPT, by group, and in order below.
Our ChatGPT Query:
What are the best pathways for [Black women, White women, men] to get promotions in academia?
The responses:
| Black Women | White Women | Men |
| Continuous Professional Development: Engage in ongoing professional development to enhance knowledge, skills, and expertise relevant to the desired promotion. This can include pursuing advanced degrees, attending workshops and conferences, participating in professional associations, and seeking out training and certifications. | Education and Credentials: Obtain relevant educational qualifications and credentials, such as advanced degrees, certifications, and specialized training. Continuous learning and professional development are important for career advancement in academia. | Education and Credentials: Obtain relevant educational qualifications and credentials, such as advanced degrees, certifications, and specialized training. Continual learning and professional development are important for career growth in academia. |
| Seek Mentors and Sponsors: Cultivate relationships with mentors and sponsors who can provide guidance, support, and advocacy. Mentors can offer career advice, share insights, and provide valuable feedback, while sponsors can actively promote and advocate for your advancement within the organization. | Research and Publications: Engage in high-quality research and scholarly activities in your field of expertise. Publish your work in reputable academic journals, present at conferences, and contribute to the knowledge base of your discipline. | Research and Publications: Engage in high-quality research and scholarly activities in your field of expertise. Publish your work in reputable academic journals, present at conferences, and contribute to the knowledge base of your discipline. |
| Build a Strong Professional Network: Establish and expand professional networks both within and outside your organization. Actively participate in networking events, conferences, and industry associations to connect with colleagues, leaders, and potential mentors or sponsors who can provide opportunities and support. (no collaboration expressed here, as it is with White people) | Networking and Collaboration: Build professional networks and collaborations within your field. Attend conferences, workshops, and academic events to connect with colleagues, potential collaborators, and mentors. Engage in interdisciplinary collaborations and seek opportunities for joint research projects. | Networking and Collaboration: Build professional networks and collaborations within your field. Attend conferences, workshops, and academic events to connect with colleagues, potential collaborators, and mentors. Engage in interdisciplinary collaborations and seek opportunities for joint research projects. |
| Visibility and Advocacy: Seek opportunities to showcase your skills, expertise, and leadership potential. Volunteer for high-profile projects, take on leadership roles in committees or task forces, and actively contribute to professional discussions, conferences, and publications. Proactively promote your accomplishments and contributions within the organization. | Teaching Excellence: Focus on developing strong teaching skills and a record of effective instruction. Seek feedback from students and peers, adopt innovative teaching methods, and engage in professional development opportunities related to teaching and pedagogy. | Teaching Excellence: Focus on developing strong teaching skills and a record of effective instruction. Seek feedback from students and peers, adopt innovative teaching methods, and engage in professional development opportunities related to teaching and pedagogy. |
| Develop Leadership Skills: Cultivate and demonstrate leadership skills that align with the desired promotion. Take on leadership roles in projects or initiatives, build and lead teams, and develop a track record of successful leadership outcomes. Seek out leadership training and development opportunities to strengthen your skills in areas such as decision-making, communication, and strategic thinking. | Leadership Roles and Service: Take on leadership roles within your department, institution, or professional associations. Participate in committees, task forces, and academic governance to contribute to decision-making processes and demonstrate your leadership abilities. | Leadership Roles and Service: Take on leadership roles within your department, institution, or professional associations. Participate in committees, task forces, and academic governance to contribute to decision-making processes and demonstrate your leadership abilities. |
| Advocate for Yourself: Be proactive in advocating for your own career advancement. Clearly communicate your aspirations, goals, and accomplishments to supervisors and decision-makers. Request feedback on areas of improvement and actively seek opportunities for growth and advancement. Demonstrate your readiness for the next level through your performance and achievements. | Grant Writing and Funding: Seek external funding opportunities and develop skills in grant writing. Successfully securing research grants and funding can enhance your visibility, support your research activities, and contribute to your professional advancement. | Grant Writing and Funding: Seek external funding opportunities and develop skills in grant writing. Successfully securing research grants and funding can enhance your visibility, support your research activities, and contribute to your professional advancement. |
| Seek Opportunities for Stretch Assignments: Pursue challenging assignments or projects that allow you to demonstrate your capabilities and potential for growth. Taking on new responsibilities or projects that push your boundaries can showcase your ability to handle higher-level roles and responsibilities. | Mentoring and Sponsorship: Seek out mentors and sponsors who can provide guidance, support, and advocacy. Mentors can offer career advice, share insights, and provide feedback, while sponsors can actively promote and advocate for your advancement within the academic community. | Mentoring and Sponsorship: Seek out mentors and sponsors who can provide guidance, support, and advocacy. Mentors can offer career advice, share insights, and provide feedback, while sponsors can actively promote and advocate for your advancement within the academic community. |
| Navigate Organizational Politics: Understand the organizational culture, dynamics, and politics within your workplace. Build relationships with key stakeholders, including decision-makers and influencers. Identify and navigate informal networks and power structures to gain visibility and support. | Institutional Support: Take advantage of institutional resources and support mechanisms available to faculty members. This can include mentoring programs, professional development workshops, leadership training, and internal funding opportunities. | Institutional Support: Take advantage of institutional resources and support mechanisms available to faculty members. This can include mentoring programs, professional development workshops, leadership training, and internal funding opportunities. |
| Address Bias and Stereotypes: Be aware of and actively address biases and stereotypes that may impact your career progression. Proactively challenge and correct misperceptions and biases through your achievements, professionalism, and expertise. | Visibility and Recognition: Seek opportunities to present your work at conferences, deliver keynote speeches, and engage in public speaking engagements. Publish in influential outlets and engage in public scholarship to increase your visibility and establish your expertise within your field. | Visibility and Recognition: Seek opportunities to present your work at conferences, deliver keynote speeches, and engage in public speaking engagements. Publish in influential outlets and engage in public scholarship to increase your visibility and establish your expertise within your field. |
| Cultivate Resilience and Perseverance: Career progression can involve setbacks and challenges. Cultivate resilience, perseverance, and a growth mindset to overcome obstacles and continue striving for advancement. Learn from failures and setbacks and use them as opportunities for growth and development. | Work-Life Balance: Strive to achieve a healthy work-life balance by managing your time effectively and setting boundaries. Seek support from your institution for family-friendly policies and resources that can facilitate work-life integration. | Work-Life Balance: Strive to achieve a healthy work-life balance by managing your time effectively and setting boundaries. Seek support from your institution for work-life balance policies and resources that can facilitate well-being and productivity. |
The suggestions for White men, exactly mirrored those for White women, except for seeking family-friendly policies in seeking work/life balance (absent from a Black woman’s to-do list). This discrepancy in the advice raises concerns about the assumptions surrounding the capabilities and worth of Black women compared to White individuals.
The Reality
The truth is Black women have a long history of involvement in education. From the era of slavery, where they risked their lives to educate others, to the civil rights movement, where they fought for equal access to quality education, Black women have been at the forefront of educational activism.
- Representation and Role Models: Black women in educational leadership serve as important role models for students, particularly those from underrepresented backgrounds. Seeing someone who looks like them in positions of power and authority can inspire young Black girls to pursue leadership roles in education and beyond.
- Breaking Barriers: Black women in educational leadership have shattered glass ceilings and defied societal expectations. They have overcome racial and gender biases to rise to positions such as principals, superintendents, college presidents, and educational policymakers.
- Educational Advocacy: Black women in educational leadership have been influential advocates for educational equity and social justice. They work tirelessly to address disparities in educational resources, opportunities, and outcomes for marginalized students, particularly those from racial and ethnic minority groups.
- Culturally Responsive Leadership: Black women leaders bring a unique perspective and understanding of the diverse needs of students. They prioritize culturally responsive practices, incorporating the experiences, cultures, and histories of students into the educational framework to create inclusive and empowering learning environments.
- Mentorship and Support: Black women leaders often serve as mentors and provide support to aspiring educators and leaders. They recognize the importance of nurturing and guiding the next generation of Black women in educational leadership, ensuring continuity and growth in representation.
- Research and Scholarship: Black women in educational leadership contribute to research and scholarship that addresses the specific challenges faced by marginalized students. Their work examines the intersectionality of race, gender, and educational experiences, generating knowledge and insights that inform policy and practice.
- Collaboration and Networking: Black women in educational leadership actively engage in professional networks, organizations, and associations dedicated to advancing diversity, equity, and inclusion in education. They collaborate with colleagues to share best practices, exchange ideas, and collectively work towards transformative change.
- Resilience and Empowerment: Black women leaders in education demonstrate remarkable resilience in the face of adversity. They draw upon their experiences, strength, and determination to create positive change and empower others, ensuring that the voices of marginalized communities are heard and valued.
- Continued Advocacy: Black women in educational leadership continue to advocate for change at various levels, including policy reform, curriculum development, and community engagement. They strive to dismantle systemic barriers and create inclusive educational systems that provide equitable opportunities for all students.
The existence of such disparities in AI-generated content can be traced back to the data on which the AI model was trained. The training data for ChatGPT, like many other AI models, is sourced from a vast array of unstructured text available on the internet, including websites, books, and other sources. Since the AI model learns from patterns present in the data, any biases present in the training data are likely to be reflected in the model’s responses.
Thus, the biases found in the results may reflect the wider societal biases and stereotypes that have historically marginalized people of color. These biases can perpetuate harmful assumptions and further entrench systemic inequalities.
Is AI a Reflection of Our Society?
The question arises, does AI truly show us who we are as a society? The answer is both yes and no. AI can reflect the existing biases and prejudices present in society because it learns from the data it is exposed to. However, it is essential to recognize that AI is not sentient and does not possess personal beliefs or intentions. Instead, it reflects the data it was trained on, including both positive and negative aspects of human knowledge and behavior.
In this case, the AI’s response reveals how deeply rooted gender and racial biases can be in our collective knowledge. It is a stark reminder of the disparities faced by marginalized communities, especially Black women, who are often subject to multiple layers of bias.
But more importantly, we have to acknowledge that the overwhelming body of knowledge that has been written, published, widely distributed―and now, the source of AI processing and learning will continue to perpetuate stereotypes unless we diversify and expand our sources of information to include books, texts, and articles written by people of color—particularly in the academy, where scholars of color remain in service of knowledge while being denied in production of (anti-colonial) knowledge.
As AI technologies continue to advance, it becomes crucial to be mindful of the potential biases and ethical implications they carry. While AI can be a powerful tool for information retrieval and analysis, it must be used responsibly and ethically.
Conclusion
The findings from the query conducted with ChatGPT have shed light on the assumptions and biases ingrained in our collective understanding of people of color, particularly Black women. As we leverage the power of AI, some will point out that it is our responsibility as individuals and as a society to critically examine the technology’s outputs, question underlying assumptions, and take proactive steps to mitigate biases. By doing so, we can foster a more inclusive and equitable AI-driven world where the potential for harm is better assessed and realized.
And, by the way, this article was also submitted to and written with the assistance of ChatGPT. Maybe it will learn better than we have.
