Motivation Science Can Improve Diversity, Equity, and Inclusion (DEI) Trainings

Abstract

Recent reviews of efforts to reduce prejudice and increase diversity, equity, and inclusion (DEI) in the workplace have converged on the conclusion that prejudice is resistant to change and that merely raising awareness of the problem is not enough. There is growing recognition that DEI efforts may fall short because they do not effectively motivate attitudinal and behavioral change, especially the type of change that translates to reducing disparities. Lasting change requires sustained effort and commitment, yet insights from motivation science about how to inspire this are missing from the scientific and practitioner literatures on DEI trainings. Herein, we leverage evidence from two complementary approaches to motivating change and reducing defensiveness: self-determination theory, a metatheory of human motivation, and motivational interviewing, a clinical approach for behavior change, to tackle the question of how to improve DEI efforts. We distill these insights for researchers, teachers, practitioners, and leaders wanting to apply motivational principles to their own DEI work. We highlight challenges of using this approach and recommend training takes place alongside larger structural and organizational changes. We conclude that motivation is a necessary (but insufficient) ingredient for effective DEI efforts that can energize personal commitment to DEI.

Men in feminism: A self-determination perspective and goals for the future.

“…Conversations with men regarding feminism can also enhance autonomy. Conversations rooted in nonjudgement, empathy, and self-reflection can reduce defensive reactions when learning about harm perpetuated by an advantaged in-group (Legate & Weinstein, 2024). These supportive environments can signal to men that their viewpoints and consideration are heard (a component of autonomy, Ryan & Deci, 2017) and are likely to reduce shame and defensiveness regarding men's privilege (Legate & Weinstein, 2024).…”

“…Conversations rooted in nonjudgement, empathy, and self-reflection can reduce defensive reactions when learning about harm perpetuated by an advantaged in-group (Legate & Weinstein, 2024). These supportive environments can signal to men that their viewpoints and consideration are heard (a component of autonomy, Ryan & Deci, 2017) and are likely to reduce shame and defensiveness regarding men’s privilege (Legate & Weinstein, 2024). As evidence of this, people report lower anti-immigration and transphobic attitudes when speaking with someone who demonstrates nonjudgmental listening (Itzchakov et al, 2020; Kalla & Broockman, 2020).…”