A Meta-Analytical Integration of over 40 years of Research on Diversity Training Evaluation

Bezrukova, Yekaterina; Spell, Chester S.; Perry, Jamie L.; Jehn, Karen A.

doi:10.5465/ambpp.2014.14813abstract

Cited by 4 publications

(4 citation statements)

References 96 publications

(130 reference statements)

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“…Examples of skill-building strategies include: counterstereotypical imaging (e.g., imagining counterstereotypic others; Blair, Ma, & Lenton, 2001), increased intergroup contact (Binder et al, 2009;Page-Gould, Mendes, & Major, 2010), individuation (e.g., obtaining specific information about group members; Bregman, 2012), perspective-taking and giving (e.g., Bruneau & Saxe, 2012), and stereotype replacement (Monteith, 1993). Since evidence suggests that it is more effective to conduct training over a significant period of time (Bezrukova at al., 2014) and that consistent on-the-job training increases training transfer (Goldstein & Ford, 2003), we suggest that recurrent upskilling on cultural awareness and skill-building workshops may counteract racial bias against minorities.…”

Section: Require Diversity Trainingmentioning

confidence: 99%

“…neau & Saxe, 2012), and stereotype replacement (Monteith, 1993). Since evidence suggests that it is more effective to conduct training over a significant period of time (Bezrukova at al., 2014) and that consistent on-the-job training increases training transfer (Goldstein & Ford, 2003), we suggest that recurrent upskilling on cultural awareness and skill-building workshops may counteract racial bias against minorities.…”

Section: Require Diversity Trainingmentioning

confidence: 99%

“…We also suggest continual, mandatory diversity training for all law enforcement in order to combat explicit and implicit racial biases (Cox & Blake, 1991). In a meta-analysis, Bezrukova, Spell, Perry, and Jehn (2014) demonstrated that diversity training has an immediate, positive, and stable impact on cognitive learning outcomes (i.e., declarative knowledge about cultural diversity issues). Diversity training had greater positive effects when it was complemented with additional diversity initiatives that were targeted to both awareness (e.g., self-awareness of stereotyping) and skill development (e.g., practice resolving conflict).…”

Section: Recommendations For Law Enforcementmentioning

confidence: 99%

See 2 more Smart Citations

Black and blue: Exploring racial bias and law enforcement in the killings of unarmed black male civilians.

Hall

Perry

2016

American Psychologist

Self Cite

121

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In late 2014, a series of highly publicized police killings of unarmed Black male civilians in the United States prompted large-scale social turmoil. In the current review, we dissect the psychological antecedents of these killings and explain how the nature of police work may attract officers with distinct characteristics that may make them especially well-primed for negative interactions with Black male civilians. We use media reports to contextualize the precipitating events of the social unrest as we ground our explanations in theory and empirical research from social psychology and industrial and organizational (I/O) psychology. To isolate some of the key mechanisms at play, we disentangle racial bias (e.g., stereotyping processes) from common characteristics of law enforcement agents (e.g., social dominance orientation), while also addressing the interaction between racial bias and policing. By separating the moving parts of the phenomenon, we provide a more fine-grained analysis of the factors that may have contributed to the killings. In doing so, we endeavor to more effectively identify and develop solutions to eradicate excessive use of force during interactions between "Black" (unarmed Black male civilians) and "Blue" (law enforcement).

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Section: Require Diversity Trainingmentioning

confidence: 99%

Section: Require Diversity Trainingmentioning

confidence: 99%

Section: Recommendations For Law Enforcementmentioning

confidence: 99%

See 1 more Smart Citation

Black and blue: Exploring racial bias and law enforcement in the killings of unarmed black male civilians.

Hall

Perry

2016

American Psychologist

Self Cite

121

View full text Add to dashboard Cite

show abstract

“…Thus, most believed other faculty, particularly White faculty, would benefit as well. Diversity training is particularly effective when complemented by other diversity initiatives, targeted to both awareness and skills development, and conducted over a significant period of time (Bezrukova, Spell, Perry, & Jehn, 2016). For students, the allies recommend incorporating discussions of race, racism, and history throughout the curriculum, practices that are linked to decreased racial prejudice, particularly for students who take more than one diversity-related course (Bowman, 2010; Chang, 2002; Denson, 2009).…”

Section: Discussionmentioning

confidence: 99%

“It absolutely impacts every day”: Diversity allies connect racial history and current climate at a southern professional school.

Dickerson

2021

Journal of Diversity in Higher Education

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Although many postsecondary institutions have recently begun grappling with racist histories, there is little research connecting an institution's history of exclusion to its current racial climate, particularly among faculty and staff. Using the campus racial climate framework (Hurtado, Milem, Clayton-Pedersen, & Allen, 1998, 1999, this qualitative case study investigates how faculty and senior administrator diversity allies at a professional school in the south believe their school's history of segregation impacts current racial climate and what they recommend to reckon with that history. The findings support the interconnected nature of the racial climate dimensions and suggest that an unaddressed history of exclusion continues to indirectly affect campus racial climate in various ways.

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Putting the system in systemic racism: A systems thinking approach to advancing equity

Watson

Collins

2022

American J of Comm Psychol

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Generations of scholars and activists have argued that racial inequities emerge not only because of racist ideologies but also from a hierarchical system of racial oppression. This theoretical tradition has highlighted numerous ways in which systemic racism manifests itself, from racist policies to differential access to material conditions and power. However, given that by definition systemic racism is focused on systems, theories of systemic racism would be more comprehensive and actionable by drawing on scholarship related to systems thinking. Systems thinking is a conceptual orientation that aims to understand how different types of systems function over time. This paper builds on the work of previous scholars to propose a systems thinking approach to understand and strategically disrupt racist systems. We provide a typology of system characteristics (organized into the categories of paradigms, structures, elements, and feedback loops) that together can be used to help understand the operation of systemic racism in different system contexts. The paper also provides an approach to identify and strategically target multiple system leverage points to simultaneously disrupt the status quo of racial inequity and promote the emergence of conditions enabling racial equity. This systems thinking approach can be used to guide learning and action within an ongoing process of antiracist praxis.

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A Meta-Analytical Integration of over 40 years of Research on Diversity Training Evaluation

Abstract: A meta-analytical integration of over 40 years of research on diversity training evaluation [Electronic version].

Cited by 4 publications

References 96 publications

Black and blue: Exploring racial bias and law enforcement in the killings of unarmed black male civilians.

Black and blue: Exploring racial bias and law enforcement in the killings of unarmed black male civilians.

“It absolutely impacts every day”: Diversity allies connect racial history and current climate at a southern professional school.

Putting the system in systemic racism: A systems thinking approach to advancing equity

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