Moving Beyond Implicit Bias Training: Policy Insights for Increasing Organizational Diversity:

Published on Feb 11, 2021in Policy insights from the behavioral and brain sciences
· DOI :10.1177/2372732220983840
Ivuoma N. Onyeador7
Estimated H-index: 7
(NU: Northwestern University),
Sa-kiera Tiarra Jolynn Hudson3
Estimated H-index: 3
(Yale University),
Neil A. Lewis10
Estimated H-index: 10
(Cornell University)
Source
Abstract
Many organizations are working to address diversity, equity, and inclusion. Organizations frequently use implicit bias to explain disparities and marshal implicit bias training as a solution. Impli...
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Can intergroup contact build social cohesion after war? I randomly assigned Iraqi Christians displaced by the Islamic State of Iraq and Syria (ISIS) to an all-Christian soccer team or to a team mixed with Muslims. The intervention improved behaviors toward Muslim peers: Christians with Muslim teammates were more likely to vote for a Muslim (not on their team) to receive a sportsmanship award, register for a mixed team next season, and train with Muslims 6 months after the intervention. The inter...
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Abstract The capacity to empathize with others facilitates prosocial behavior. People's willingness and capacity to empathize, however, is often contingent upon the target's group membership – people are less empathic towards those they categorize as out-group members. In competitive or threatening intergroup contexts, people may even feel pleasure (counter-empathy) in response to out-group members' misfortunes. Social dominance orientation (SDO), or the extent to which people prefer and promote...
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Abstract Implicit bias has garnered considerable public attention, with a number of behaviors (e.g., police shootings) attributed to it. Here, we present the results of 4 studies and an internal meta-analysis that examine how people reason about discrimination based on whether it was attributed to the implicit or explicit attitudes of the perpetrators. Participants' perceptions of perpetrator accountability, support for punishment, level of concern about the bias, and support for various efforts...
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Abstract null null A rich body of research throughout the social sciences demonstrates that bias—people’s tendency to display group-based preferences—is a major obstacle in the way of promoting diversity, equity, and inclusion in the workplace. The current article moves beyond the single-level focus of prior theories of workplace bias to propose a novel theoretical model that conceptualizes workplace bias as a multilevel cycle. First, we discuss the theoretical foundations of our bias cycle theo...
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Abstract The current research explores how local racial diversity affects Whites' efforts to structure their local communities to avoid incidental intergroup contact. In two experimental studies (N = 509; Studies 1a-b), we consider Whites' choices to structure a fictional, diverse city and find that Whites choose greater racial segregation around more (vs. less) self-relevant landmarks (e.g., their workplace and children's school). Specifically, the more time they expect to spend at a landmark, ...
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