Commentary |
Beyond bias, blurring the implicit lines in our minds

by Jyoti Madhusoodana

In a now-classic series of experiments, researchers teased out the deep-rooted nature of human bias simply by distributing red shirts and blue shirts to groups of 3- to 5-year-olds at a day care center. In one classroom, teachers were asked to divide children into groups based on the color of their shirts. In another, teachers were instructed to overlook the shirt colors. After three weeks, children in both classrooms tended to prefer being with classmates who wore the same color as themselves—no matter what the teachers did.

Photo: Markus Winkler/Pixabay

This preference for people who seem to belong to our own tribe forms early and drives our choices throughout life. There appears to be no avoiding it: We are all biased. Even as we learn to sort shapes and colors and distinguish puppies from kittens, we also learn to categorize people on the basis of traits they seem to share. We might associate women who resemble our nannies, mothers, or grandmothers with nurturing or doing domestic labor. Or following centuries of racism, segregation, and entrenched cultural stereotypes, we might perceive dark-skinned men as more dangerous than others.

The biases we form quickly and early in life are surprisingly immutable. Biases are “sticky,” says Kristin Pauker, a psychology researcher at the University of Hawaii, “because they rely on this very fundamental thing that we all do. We naturally categorize things, and we want to have a positivity associated with the groups we’re in.” These associations are logical shortcuts that help us make quick decisions when navigating the world. But they also form the roots of often illogical attractions and revulsions, like red shirts versus blue shirts.

Our reflexive, implicit biases wreak devastating social harm. When we stereotype individuals based on gender, ethnicity, sexual orientation, or race, our mental stereotypes begin to drive our behavior and decisions, such as whom to hire, who we perceive as incompetent, delinquent, or worse. Earlier this year, for instance, an appeals court overturned a Black man’s conviction for heroin distribution and the 10-year prison sentence he received in part because the Detroit federal judge who handed down the original verdict admitted, “This guy looks like a criminal to me.”

People who live in racially homogeneous environments may struggle to distinguish faces of a different race from one another.

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Correcting for the biases buried in our brains is difficult, but it is also hugely important. Because women are stereotyped as domestic, they are also generally seen as less professional. That attitude has reinforced a decades-long wage gap. Even today, women still earn only 82 cents for every dollar that men earn. Black men are perceived as more violent than white men, and thus are subjected to discriminatory policing and harsher prison sentences, as in the Detroit case. Clinicians’ implicit preferences for cisgender, heterosexual patients cause widespread inequities in health care for LGBTQ+ individuals.

“These biases are operating on huge numbers of people repetitively over time,” says Anthony Greenwald, a social psychologist at the University of Washington. “The effects of implicit biases accumulate to have great impact.”

Greenwald was one of the first researchers to recognize the scope of the problems created by our implicit biases. In the mid-1990s, he created early tests to study and understand implicit association. Along with colleagues Mahzarin Banaji, Brian Nosek, and others, he hoped that shining a light on the issue might quickly identify the tools needed to fix it. Being aware that our distorted thinking was hurting other people should be enough to give pause and force us to do better, they thought.

They were wrong. Although implicit bias training programs help people become aware of their biases, both anecdotal reports and controlled studies have shown that the programs do little to reduce discriminatory behaviors spurred by those prejudices. “They fail in the most important respect,” Greenwald says. When he, Banaji, and Nosek developed the Implicit Association Test, he took it himself. He was distressed to discover that he automatically associated more positive words with the faces of white people, and more unfavorable words with people who were Black. “I didn't regard myself as a prejudiced person,” Greenwald says. “But I had this association nevertheless.”

His experience is not unusual. The Implicit Association Test (IAT) measures the speed of subjects’ responses as they match descriptors of people (such as Hispanic or gay) to qualities (such as attractiveness, athleticism, or being professional). It’s based on the idea that people react more quickly when they are matching qualities that are already strongly associated in their minds. Implicit bias exists separately from explicit opinion, so someone who honestly believes they don’t have anything against gay people, for instance, may still reveal a bias against them on the test. “A lot of people are surprised by their results,” Greenwald says. “This is very hard for people to come to grips with intuitively.”

People’s beliefs may not matter as much if they can be persuaded not to act on them.

One reason we are so often unaware of our implicit biases is that we begin to form these mental associations even before we can express a thought. Brain-imaging studies have found that six-month-old babies can identify individual monkey faces as well as individual humans. Just a dozen weeks later, nine-month-old babies retain the ability to identify human faces but begin to group all the monkey faces together generically as just “monkey,” losing the ability to spot individual features. Shortly after, babies begin to group human faces by race and ethnicity. Our adult brains echo these early learning patterns. People who live in racially homogeneous environments may struggle to distinguish faces of a different race from one another.

As it became clear how deeply ingrained these biases are—and how they might be unfathomable even to ourselves—researchers began to design new types of strategies to mitigate bias and its impact in society. By 2017, companies in the United States were spending $8 billion annually on diversity training efforts, including those aimed at reducing unconscious stereotyping, according to management consulting firm McKinsey & Company. These trainings range from online educational videos to workshops lasting a few hours or days in which participants engage in activities such as word-association tests that help identify their internalized biases.

Recent data suggest that these efforts have been failing too. In 2019 researchers evaluatedthe effectiveness of 18 methods that aimed to reduce implicit bias, particularly pro-white and anti-Black bias. Only half the methods proved even temporarily effective, and they shared a common theme: They worked by giving study participants experiences that contradicted stereotypes. Reading a story with an evil white man and a dashing young Black hero, for example, reduced people’s association of Black men with criminality. Most of these strategies had fleeting effects that lasted only hours. The most effective ones reduced bias for only a few days at best.

Even when training reduced bias, it did little to reduce discriminatory outcomes. Beginning in early 2018, the New York City Police Department began implicit bias training for its 36,000 personnel to reduce racial inequities in policing. When researchers evaluated the project in 2020, they found that most officers were aware of the problems created by implicit bias and were keen to address these harms, but their behaviors contradicted these intentions. Data on arrests, stops, and stop-and-frisk actions showed that officers who had completed the training were still more likely to take these actions against Black and Hispanic people. In fact, the training program hardly had any effect on the numbers.

This and similar studies have “thrown some cold water on just targeting implicit bias as a focus of intervention,” says Calvin Lai, a social psychologist at Washington University in St. Louis. Even if you are successful in changing implicit bias or making people more aware of it, “you can’t easily assume that people will be less discriminatory.”

But researchers are finding reason for hope.

Although the dozens of interventions tested so far have demonstrated limited long-term effects, some still show that people can be made more aware of implicit bias and can be moved to act more equitably, at least temporarily. In 2016, Lai and his colleagues tested eight ways of reducing unconscious bias in studies with college students. One of the interventions they tested involved participants reading a vividly portrayed scenario in which a white person assaulted them and a Black person came to their rescue. The story reinforced the connection between heroism and Black identity.

Other interventions were designed to heighten similar connections. For instance, one offered examples of famous Black individuals, such as Oprah Winfrey, and contrasted them with examples of infamous white people, including Adolf Hitler. Participants’ biases were gauged using the IAT both before and after these interventions. While the experiments tamped down bias temporarily, none of them made a difference just a few days later. “People go into the lab and do an intervention and there’s that immediate effect,” Pauker says.

From such small but significant successes, an insight began to emerge: Perhaps the reason implicit bias is stable is because we inhabit an environment that’s giving us the same messages again and again. Instead of trying to chip away at implicit bias merely by changing our minds, perhaps success depended on changing our environment.

The implicit associations we form—whether about classmates who wear the same color shirt or about people who look like us—are a product of our mental filing cabinets. But a lot of what’s in those filing cabinets is drawn from our culture and environment. Revise the cultural and social inputs, researchers like Kristin Pauker theorize, and you have a much greater likelihood of influencing implicit bias than you do by sending someone to a one-off class or training program.

Babies who start to blur monkey faces together do so because they learn, early on, that distinguishing human faces is more critical than telling other animals apart. Similarly, adults categorize individuals by race, gender, or disability status because these details serve as markers of something we’ve deemed important as a society. “We use certain categories because our environment says those are the ones that we should be paying attention to,” Pauker says.

Just as we are oblivious to many of the biases in our heads, we typically don’t notice the environmental cues that seed those biases. In a 2009 study, Pauker and her colleagues examined the cultural patterns depicted in 11 highly popular TV shows, including Grey’s Anatomy, Scrubs, and CSI Miami. The researchers tracked nonverbal interactions among characters on these shows and found that even when white and Black characters were equal in status and jobs and spoke for about the same amount of time, their nonverbal interactions differed. For instance, on-screen characters were less likely to smile at Black characters, and the latter were more often portrayed as stern or unfriendly.

Thinking of implicit bias as malleable allows us to constantly reframe our judgments about people we meet.

In a series of tests, Pauker and her colleagues found that regular viewers of such shows were more likely to have stronger anti-Black implicit biases on the IAT. But when the researchers asked viewers multiple-choice questions about bias in the video clips they saw, viewers’ responses about whether they’d witnessed pro-Black or pro-white bias were no better than random. They were being influenced by the bias embedded in the show, “but they were not able to explicitly detect it,” Pauker says.

Perhaps the most definitive proof that the outside world shapes our biases emerged from a recent study of attitudes toward homosexuality and race over decades. In 2019 Harvard University experimental psychologist Tessa Charlesworth and her colleagues analyzed the results of 4.4 million IATs taken by people between 2007 and 2016. The researchers found that anti-gay implicit bias had dropped about 33 percent over the years, while negative racial attitudes against people of color declined by about 17 percent.

The data were the first to definitively show that implicit attitudes can change in response to a shifting zeitgeist. The changes in attitudes weren’t due to any class or training program. Rather, they reflected societal changes, including marriage equality laws and protections against racial discrimination. Reducing explicit discrimination altered the implicit attitudes instilled by cultures and communities—and thus helped people rearrange their mental associations and biases.

Until societal shifts occur, however, researchers are finding alternate ways to reduce the harms caused by implicit bias. People’s beliefs may not matter as much if they can be persuaded not to act on them. According to the new way of thinking, managers wouldn’t just enter training to reduce their bias. Instead, they could be trained to remove implicit bias from hiring decisions by setting clear criteria before they begin the hiring process.

Faced with a stack of resumes that reveal people’s names, ethnicities, or gender, an employer’s brain automatically starts slotting them based on preconceived notions of who is more professional or worthy of a job. Then bias supersedes logic.

When we implicitly favor someone, we are more likely to regard their strengths as important. Consider, for example, a hiring manager who perceives men as more suited to a role than women. Meeting a male candidate with a low GPA but considerable work experience may lead the manager to think that real-world experience is what really matters. But if the man has a higher GPA and less experience, the manager might instead reason that the latter isn’t important because experience can be gained on the job.

To avoid this all-too-common scenario, employers could define specific criteria necessary for a role, then create a detailed list of questions needed to evaluate those criteria and use these to create a structured interview. Deciding in advance whether education or work experience matters more can reduce this problem and lead to more equitable decisions. “You essentially sever the link between the bias and the behavior,” explains Benedek Kurdi, a psychologist at the University of Illinois Urbana–Champaign. “What you’re saying is the bias can remain, but you deprive it of the opportunity to influence decision making.”

In the long run, reducing the biases and injustices built into our environment is the only surefire path toward taming the harmful implicit biases in our heads. If we see a world with greater equity, our internal attitudes seem to adjust to interpret that as normal. There’s no magical way to make the whole world fair and equitable all at once. But it may be possible to help people envision a better world from the start so that their brains form fewer flawed associations in the first place.

To Pauker, achieving that goal means teaching children to be flexible in their thinking from an early age. Children gravitate toward same-race interactions by about the age of 10. In one study, Pauker and her colleagues found that offering stories to children that nudged them to think about racial bias as flexible made them more likely to explore mixed-race friendships. In another study, Pauker and team found that children who thought about prejudice as fixed had more uncomfortable interactions with friends of other races and eventually avoided them. But those who thought about prejudice as malleable—believing they could change their minds about people of other races—were less likely to avoid friends of other races.

The key, Pauker suggests, is not to rethink rigid mental categories but to encourage mental flexibility. Her approach, which encourages children to consider social categories as fluid constructs, appears to be more effective. The data are preliminary, but they offer a powerful route to change: simply being open to updating the traits we associate with different groups of people.

Thinking of implicit bias as malleable allows us to constantly reframe our judgments about people we meet—evaluating each unique individual for what they are, rather than reducing them to a few preconceived traits we associate with their race, gender, or other social category. Rather than trying to fight against our wariness toward out-groups, reconsidering our mental classifications in this manner allows us to embrace the complexity of human nature and experience, making more of the world feel like our in-group.

Blurring the implicit lines in our minds might be the first step to reducing disparities in the world we make.


This story is part of a series of OpenMind essays, podcasts, and videos supported by a generous grant from the Pulitzer Center's Truth Decay initiative.

Commentary |
Your body already has a built-in weight loss system that works

Photo: Annushka Ahuja/PEXELS


Christopher Damman
Associate Professor of Gastroenterology School of Medicine


Wegovy, Ozempic and Mounjaro are weight loss and diabetes drugs that have made quite a splash in health news. They target regulatory pathways involved in both obesity and diabetes and are widely considered breakthroughs for weight loss and blood sugar control.

But do these drugs point toward a root cause of metabolic disease? What inspired their development in the first place?

It turns out your body produces natural versions of these drugs – also known as incretin hormones – in your gut. It may not be surprising that nutrients in food help regulate these hormones. But it may intrigue you to know that the trillions of microbes in your gut are key for orchestrating this process.

I am a gastroenterologist at the University of Washington who studies how food and your gut microbiome affect health and disease. Here’s an inside-out perspective on the role natural gut hormones and healthy food play in metabolism and weight loss.

A broken gut

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Specialized bacteria in your lower gut take the components of food you can’t digest like fiber and polyphenols – the elements of plants that are removed in many processed foods – and transforms them into molecules that stimulate hormones to control your appetite and metabolism. These include GLP-1, a natural version of Wegovy and Ozempic.

GLP-1 and other hormones like PYY help regulate blood sugar through the pancreas. They also tell your brain that you’ve had enough to eat and your stomach and intestines to slow the movement of food along the digestive tract to allow for digestion. This system even has a name: the colonic brake.

Prior to modern processed foods, metabolic regulatory pathways were under the direction of a diverse healthy gut microbiome that used these hormones to naturally regulate your metabolism and appetite. However, food processing, aimed at improving shelf stability and enhancing taste, removes the bioactive molecules like fiber and polyphenols that help regulate this system.

Removal of these key food components and the resulting decrease in gut microbiome diversity may be an important factor contributing to the rise in obesity and diabetes.

A short track to metabolic health

Wegovy and Ozempic reinvigorate the colonic brake downstream of food and microbes with molecules similar to GLP-1. Researchers have demonstrated their effectiveness at weight loss and blood sugar control.

Mounjaro has gone a step further and combined GLP-1 with a second hormone analogue derived from the upper gut called GIP, and studies are showing this combination therapy to be even more effective at promoting weight loss than GLP-1-only therapies like Wegovy and Ozempic.

These drugs complement other measures like gastric bypass surgery that are used in the most extreme cases of metabolic disease. These surgeries may in part work much like Wegovy and Ozempic by bypassing digestion in segments of the gastrointestinal tract and bathing your gut microbes in less digested food. This awakens the microbes to stimulate your gut cells to produce GLP-1 and PYY, effectively regulating appetite and metabolism.

Many patients have seen significant improvements to not only their weight and blood glucose but also reductions in important cardiovascular outcomes like strokes and heart attacks. Medical guidelines support the use of new incretin-based medications like Wegovy, Ozempic and Mounjaro to manage the interrelated metabolic conditions of diabetes, obesity and cardiovascular disease.

Considering the effects incretin-based medications have on the brain and cravings, medical researchers are also evaluating their potential to treat nonmetabolic conditions like alcohol abuse, drug addiction and depression.

A near-magic bullet – for the right folks

Despite the success and prospect of these drugs to help populations that may benefit most from them, current prescribing practices have raised some questions. Should people who are only a little overweight use these drugs? What are the risks of prescribing these drugs to children and adolescents for lifelong weight management?

While incretin-based therapies seem close to magic bullets, they are not without gastrointestinal side effects like nausea, vomiting, diarrhea and constipation. These symptoms are related to how the drugs work to slow the gastrointestinal tract. Other more severe, but rare, side effects include pancreatitis and irreversible gastroparesis, or inflammation of the pancreas and stomach paralysis.

These drugs can also lead to a loss of healthy lean muscle mass in addition to fat, particularly in the absence of exercise. Significant weight gain after stopping the drugs raises further questions about long-term effects and whether it’s possible to transition back to using only lifestyle measures to manage weight.

All roads lead to lifestyle

Despite our greatest aspirations for quick fixes, it’s very possible that a healthy lifestyle remains the most important way to manage metabolic disease and overall health. This includes regular exercise, stress management, sleep, getting outdoors and a balanced diet.

For the majority of the population who don’t yet have obesity or diabetes, restarting the gut’s built-in appetite and metabolism control by reintroducing whole foods and awaking the gut microbiome may be the best approach to promote healthy metabolism.

Adding minimally processed foods back to your diet, and specifically those replete in fiber and polyphenols like flavonoids and carotenoids, can play an important and complementary role to help address the epidemic of obesity and metabolic disease at one of its deepest roots.


Christopher Damman, Associate Professor of Gastroenterology, School of Medicine, University of Washington

This article is republished from The Conversation under a Creative Commons license. Read the original article.


The Conversation

Turn up the heat and flavor for the big game with tasty BBQ

StatePoint - Hosting a Big Game watch party? By following the playbook of BBQ experts, you’ll have your friends and family cheering for your game day spread.

“The trick to achieving tasty BBQ is real smoke flavor. And, to get real smoke flavor, you need quality, natural hardwoods, with or without a pellet grill,” says Levi Strayer of Bear Mountain BBQ, “Start grilling with pellets, and everyone will immediately taste the difference—it’s a game changer.”

With that philosophy in mind, Bear Mountain BBQ ambassador Jennifer Danella is sharing two BBQ winning recipes. Both incorporate the brand’s premium pellets to bring unbeatable flavor to the table.


Jennifer Danella/StatePoint Media

Sweet Heat Barbeque Wild Turkey Bites

Ingredients:

• 1 boneless, skinless turkey or chicken breast, approximately 2 pounds, cut into 1-inch pieces

• 1 tablespoon chili powder

• 1 teaspoon paprika

• 1 teaspoon cayenne pepper

• 1/2 teaspoon garlic salt

• 1/2 teaspoon black pepper

• 1 tablespoon loosely-packed light brown sugar

• 1 package center-cut bacon, cut in half

• Sliced green onions

• Ranch dressing

• Chef’s Choice or Butcher’s Blend Bear Mountain BBQ Pellets

• 1/2 cup sweet barbecue sauce

• 2 tablespoons buffalo sauce

• 1 tablespoon minced garlic

Directions:

1. Preheat grill to 400 degrees F.

2. Line a large baking sheet with parchment paper.

3. Place 1-inch turkey pieces into a medium size bowl. Sprinkle chili powder, paprika, cayenne, garlic salt, black pepper and brown sugar over top. Mix well.

4. Wrap half a slice of bacon around each turkey piece. Secure with a toothpick and place them onto the parchment paper.

5. Place the baking sheet into your preheated grill and bake for 25 minutes. Meanwhile, combine the barbecue sauce, buffalo sauce and garlic in a small bowl. Brush the turkey pieces halfway through cooking. Brush another layer of sauce five minutes before the cook time is over. Cook until the turkey pieces reach 165 degrees F.

6. Garnish with sliced green onions and serve with ranch dressing for dipping.


Beer Cheese Dip

Ingredients:

• 1 1/2 cups cheddar cheese grated

• 1/2 cup gruyere cheese grated

• 8 ounces cream cheese softened

• 1 tablespoon Dijon mustard

• 1/2 of a 1-ounce Hidden Valley Ranch Packet

• 2 tablespoons green onions chopped.

• 1/4 cup German lager beer

• 2 tablespoons baking soda

• 1 can biscuits

• 1 large egg, mixed with 1 tablespoon water, for brushing biscuits

• 12-inch cast iron skillet

• Bear Mountain BBQ’s Chef’s Choice Blend pellets

Directions:

1. Preheat pellet grill to 350 degrees F.

2. In large bowl, combine 1 cup cheddar, gruyere, cream cheese, Dijon mustard, Hidden Valley Ranch seasoning, beer and 1 tablespoon green onions. Mix evenly.

3. Cut biscuits in half. Roll each half into a ball, then slice an X across top.

4. Boil 2 cups water in medium saucepan. Once boiling, add baking soda and mix immediately.

5. Add biscuits to grill in batches and cook until puffy, approximately 1 minute. Remove and transfer to skillet, forming ring along inside edge.

6. Brush biscuits with egg wash. Sprinkle with salt.

7. Transfer dip to center of skillet. Sprinkle with remaining cheddar.

8. Smoke until biscuits are golden and dip is bubbly, 30-35 minutes.

9. Garnish with remaining green onions. Serve!


As you make your Game Day preparations, head to Walmart, which is carrying a new collection of Bear Mountain’s grilling and smoking pellets. The five exclusive flavors -- Smoky Apple Whiskey, Maple Bourbon Pecan, Chef’s Choice, Butcher’s Blend and Chophouse Blend -- add unrivaled flavor to all grilling and smoking occasions. The collection can also be found online at Walmart.com. For recipe ideas and techniques for adding smoke flavor to your food using any grill, visit bearmountainbbq.com.

To bring your A-game to the Big Game, level up your hosting with mouthwatering BBQ treats.



Romance scams are on the rise, the elderly are particularly more vulnerable

Photo: Asad Photo Maldives/PEXELS

StatePoint - They say, “you can’t buy love,” but scammers have figured out a way to exploit it for profit.

Romance scams are at an all-time high and, while victims cross all demographics, the Federal Trade Commission (FTC) reports that elders are increasingly targeted. Why? Because they often have retirement savings at their disposal and may be more be isolated and less tech savvy.

Jonathan Hammond /Pixabay

“Romance scammers often manipulate emotions to gain trust,” says Mark Kwapiszeski, head of enterprise fraud for PNC. “Those who fall victim end up putting feelings above logic. This can create embarrassment and, as a result, these crimes are less likely to be reported.”

Scammers will create convincing profiles on dating and social media apps, reaching out to their target feigning familiarity or attraction. Things move quickly, but there is always a reason they can’t meet on video or in person. They may claim to have a reason that requires them to be overseas or out of reach. They tell their target everything they want to hear, and the hook is set.

Suddenly, a crisis arises that they insist they need help financial help with to mitigate. Or maybe they need finances to set up a new life together. They ask for the money, but would prefer it be sent in a form like cryptocurrency or gift card where there is little chance of the victim ever recovering it.

Such scams are highly effective. In 2022 alone, romance scams resulted in $1.3 billion lost, more than double the money lost in the previous year, according to the FTC.

To add insult to injury, scammers may convince their target to send them revealing photos they will later use to extort them. They may even play the long game and build trust over time, then convince their target to invest with them, without the victim ever getting any return.

“A romance scammer can invest a long time in cultivating trust, which makes these scams particularly nefarious,” Kwapiszeski says.

To protect against potential romance scams, follow these tips:

• Before sending money or sharing financial information, consult a friend or family member. Simply talking to someone not involved in the situation is often enough to identify red flags.

• Trust your gut. If something seems too good to be true, it probably is.

• Beware of “love bombing,” when a person lavishes you with excessive flattery, affection and praise early in the relationship to manipulate your emotions.

• Be wary of strangers reaching out on social media.

• If you like someone, ask for a quick video chat. If they refuse or make up outlandish excuses, that’s a red flag.

• Stay alert to photos or biographical details that don’t match up with what someone’s told you.

• Use image and name-reverse searches to validate the identity of people you meet online.

• Never send intimate photos to strangers or invest without doing your due diligence.

• Confide in family and friends if you grow suspicious.

Elders have lost homes, emptied out retirement accounts and risked lifetime savings for a love interest that never truly existed. Once the shock abates and the money is gone, the shame sets in and some have even resorted to self-harm instead of admitting to being defrauded in this way. If a loved one falls victim to a romance scam, it’s important to respond with empathy.

If you believe you or someone you love has been a victim of fraud, PNC Bank’s web resources, as part of its Security and Privacy Center (pnc.com), can help. After taking immediate measures to protect yourself, block the scammer on all accounts, change your passwords, and report the incident to the FTC and FBI.

The best line of defense against romance scams is awareness. Understanding common tactics can help you stay protected.


Spartans and Rockets dance squads advance to state finals

MASCOUTAH - The SJO Dance Team and Unity Rockettes placed in top six at the Mascoutah Sectional, advancing to the Illinois High School Association's Competitive Dance State Finals this Friday and Saturday at Grossinger Motors Arena in Bloomington.

A member of the SJO Dance Team performs during the halftime show at the Toyota of Danville Basketball Tournament last month. The 11 talented dancers advance to Friday's IHSA state finals in Bloomington on Friday.
The Spartans finished third in Saturday's subsectional competition against 14 other schools, earning a score of 81.87. Unity, in the same subsectional finished ahead of Mattoon with a 78.83 in fifth place.

The sectional championship title went to Jacksonville (90.07), with Clinton (87.57) finishing in the runnerup spot.

The state final competition will at 101 South Madison Street. Tickets can be purchased online at here or by calling the box office at the area at 309-434-2777.

The IHSA will annouce the performance order later this week.


Mascoutah Dance Sectional Standings

1  Jacksonville 90.07
2  Clinton 87.57
3  St. Joseph-Ogden 81.87
4  Quincy Notre Dame 79.90
5  Unity 78.83
6  Mattoon 77.23



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