Educating for diversity, equity, and inclusion: A review of commonly used educational approaches

Corsino, Leonor; Fuller, Anthony T.

doi:10.1017/cts.2021.834

Cited by 23 publications

(11 citation statements)

References 39 publications

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“…Institutions, however, need to lead in creating an environment conducive to addressing structural racism that serves as a barrier to diversifying the HSR workforce and ultimately improving the health of the population. 36…”

Section: Discussionmentioning

confidence: 99%

How the health services research workforce supply in the United States is evolving

Frogner

2022

Health Services Research

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Section: Discussionmentioning

confidence: 99%

How the health services research workforce supply in the United States is evolving

Frogner

2022

Health Services Research

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“…This training should be codified in state policy to ensure that elected officials comply. While research contends that DEI training should be an ongoing and consistent practice, there is little detailing the actual frequency to make it effective (Corsino & Fuller, 2021). Given term limits for elected officials, we suggest this training be at a minimum biennially.…”

Section: Discussionmentioning

confidence: 99%

Contact and control: Engagement and influence among women of color state agency heads

Uttermark

Dula

Bové

et al. 2023

Public Administration Review

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While scholarship is delving into the representation of women and people of color within the U.S. bureaucracy, less is known about these individuals' discretion within their roles. Using an intersectionality framework, this article explores the experiences of women of color in leadership roles within state government agencies, their communication with elected superiors, and perceptions of their own policy discretion and communication compared with White men and women, and men of color. Leveraging the American State Administrators Project, we find that women of color have less communication with elected officials and their staff but also perceive that they have less discretionary control over their departments. This article highlights that while women of color are increasing in leadership roles within state bureaucracies, disparities exist between women of color and their colleagues. We call attention to the disproportionate levels of oversight and discretion perceived by women of color.

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“…Neurotypical college students volunteer in courses as class peers learning novel material while having the potential to gain meaningful experience interacting with people with IDDs. Typical DEI training is most often completed in short professional workshops, involving educational approaches like cultural humility training, or identifying bias [24]. LLWF is a unique way to achieve DEI training but through firsthand experience with people with IDDs rather than learning about them in a less personal workshop.…”

Section: Introductionmentioning

confidence: 99%

Experiential diversity training and science learning for college students alongside peers with intellectual and developmental disabilities

Rubenzer

Pierce

2023

Preprint

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Diversity, equity and inclusion (DEI) training can benefit STEM students. However, typical college settings often limit college students' exposure to adult peers with intellectual and developmental disabilities (IDDs), a historically marginalized group. To lower this barrier, we developed a continuing education program, Lifelong Learning with Friends (LLWF), aimed at adults with IDDs on a large university campus, which provides diversity training to college students. In this program, undergraduate and graduate students from scientific and education disciplines are recruited to volunteer as peers and helpers. LLWF has reached hundreds of students with and without IDDs each year and more than 1,500 over the past 12 years. In our program, college students gain DEI training through learning sophisticated academic topics, including sciences, alongside adults with IDDs. Almost half (42%) of surveyed LLWF college volunteers did not have prior exposure to people with IDDs. Following program participation, we found that, irrespective of prior exposure, nearly all (98%) of volunteers had elevated their expectations of people with IDDs and reported increased interest in IDDs-focused research, education, social interaction, and advocacy. Additionally, college volunteers reported that they improved their science communication by seeing how science could be taught to a broad audience that includes adults with IDDs. We therefore suggest that other universities may consider our LLWF model to enhance DEI training by expanding opportunities for neurotypical students to befriend and learn science alongside adults with IDDs.

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Educating for diversity, equity, and inclusion: A review of commonly used educational approaches

Abstract: This version may be subject to change during the production process.

Cited by 23 publications

References 39 publications

How the health services research workforce supply in the United States is evolving

How the health services research workforce supply in the United States is evolving

Contact and control: Engagement and influence among women of color state agency heads

Experiential diversity training and science learning for college students alongside peers with intellectual and developmental disabilities

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