Developing scientifically validated bias and diversity trainings that work: empowering agents of change to reduce bias, create inclusion, and promote equity.
Developing scientifically validated bias and diversity trainings that work: empowering agents of change to reduce bias, create inclusion, and promote equity.
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DOI：
10.1108/md-06-2021-0839
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发表时间：
2023-04-17
影响因子：
4.6
通讯作者：
Cox, William Taylor Laimaka
中科院分区：
文献类型：
--
作者：
Cox, William Taylor Laimaka
研究一致表明，非科学的偏见，公平和多样性培训不起作用，往往使偏见和多样性问题恶化。尽管这些普遍的失败，有相当大的理由希望，有效的，有意义的DEI的努力可以开发。特别是一种方法，即打破偏见习惯的训练，有15年的实验证据证明其广泛的有效性和功效。本文讨论了偏见，多样性，公平和包容性（DEI）的努力，从作者的角度作为一个科学家，实践者-作者主要借鉴科学文献，但也整合了在DEI工作的实践经验的见解。作者提供了一个路线图，以适应有效的，基于证据的方法，从其他学科（如认知行为疗法）到DEI的背景下，并审查相关的证据偏见习惯打破培训作为一个突出的示范科学验证的方法，影响持久的，有意义的改善DEI的问题在个人和机构。DEI培训失败的原因是广泛采用的信息赤字模型，这是众所周知的高度无效的方法。相比之下，基于赋权的方法非常有希望在DEI领域做出有意义的，持久的变化。有证据表明，打破偏见习惯的培训是有效的，使个人成为变革的推动者，以减少偏见，创造包容性，促进公平，无论是在他们自己和他们所居住的社会环境。与围绕DEI努力的相当大的绝望和悲观情绪相反，本分析提供了希望和乐观，以及一条经过验证的前进道路，以开发和测试DEI方法，使个人成为变革的推动者。
Research consistently shows that non-scientific bias, equity, and diversity trainings do not work, and often make bias and diversity problems worse. Despite these widespread failures, there is considerable reason for hope that effective, meaningful DEI efforts can be developed. One approach in particular, the bias habit-breaking training, has 15 years of experimental evidence demonstrating its widespread effectiveness and efficacy. This article discusses bias, diversity, equity, and inclusion (DEI) efforts from the author’s perspective as a scientist–practitioner – the author draws primarily on the scientific literature, but also integrates insights from practical experiences working in DEI. The author provides a roadmap for adapting effective, evidence-based approaches from other disciplines (e.g. cognitive-behavioral therapy) into the DEI context and reviews evidence related to the bias habit-breaking training as one prominent demonstration of a scientifically-validated approach that effects lasting, meaningful improvements on DEI issues within both individuals and institutions. DEI trainings fail due to widespread adoption of the information deficit model, which is well-known as a highly ineffective approach. Empowerment-based approaches, in contrast, are highly promising for making meaningful, lasting changes in the DEI realm. Evidence indicates that the bias habit-breaking training is effective at empowering individuals as agents of change to reduce bias, create inclusion, and promote equity, both within themselves and the social contexts they inhabit. In contrast to the considerable despair and pessimism around DEI efforts, the present analysis provides hope and optimism, and an empirically-validated path forward, to develop and test DEI approaches that empower individuals as agents of change.
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