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)
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...
#1Salma Mousa (Stanford University)H-Index: 3
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...
25 CitationsSource
#1Xuechunzi Bai (Princeton University)H-Index: 3
#2Miguel R. Ramos (University of Birmingham)H-Index: 8
Last. Susan T. Fiske (Princeton University)H-Index: 123
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With globalization and immigration, societal contexts differ in sheer variety of resident social groups. Social diversity challenges individuals to think in new ways about new kinds of people and where their groups all stand, relative to each other. However, psychological science does not yet specify how human minds represent social diversity, in homogeneous or heterogenous contexts. Mental maps of the array of society’s groups should differ when individuals inhabit more and less diverse ecologi...
7 CitationsSource
#1Leigh S. Wilton (Skidmore College)H-Index: 10
#2Ariana N. Bell (UCLA: University of California, Los Angeles)H-Index: 4
Last. Cheryl R. Kaiser (UW: University of Washington)H-Index: 32
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Organizations aim to convey that they are diverse and inclusive, in part, to recruit racial minorities. We investigate a previously unexamined downside of this recruitment strategy: diversity disho...
8 CitationsSource
#1Anthony G. Greenwald (UW: University of Washington)H-Index: 111
#2Calvin K. Lai (WashU: Washington University in St. Louis)H-Index: 14
In the last 20 years, research on implicit social cognition has established that social judgments and behavior are guided by attitudes and stereotypes of which the actor may lack awareness. Researc...
38 CitationsSource
#1Evelyn R. Carter (Paradigm)H-Index: 1
#2Ivuoma N. Onyeador (Yale University)H-Index: 7
Last. Neil A. Lewis (Cornell University)H-Index: 10
view all 3 authors...
10 CitationsSource
#1Elizabeth Levy Paluck (Princeton University)H-Index: 20
#2Seth A. GreenH-Index: 2
Last. Donald P. Green (Columbia University)H-Index: 84
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This paper evaluates the state of contact hypothesis research from a policy perspective. Building on Pettigrew and Tropp's (2006) influential meta-analysis, we assemble all intergroup contact studies that feature random assignment and delayed outcome measures, of which there are 27 in total, nearly two-thirds of which were published following the original review. We find the evidence from this updated dataset to be consistent with Pettigrew and Tropp's (2006) conclusion that contact “typically r...
146 CitationsSource
#1Sa-kiera Tiarra Jolynn Hudson (Harvard University)H-Index: 3
#2Mina Cikara (Harvard University)H-Index: 21
Last. Jim Sidanius (Harvard University)H-Index: 79
view all 3 authors...
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...
12 CitationsSource
#1Michael W. KrausH-Index: 35
#2Ivuoma N. OnyeadorH-Index: 7
Last. Jennifer A. Richeson (Yale University)H-Index: 57
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Racial economic inequality is a foundational feature of the United States, yet many Americans appear oblivious to it. In the present work we consider the psychology underlying this collective willf...
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#1Natalie M. Daumeyer (Yale University)H-Index: 3
#2Ivuoma N. Onyeador (Yale University)H-Index: 7
Last. Jennifer A. Richeson (Yale University)H-Index: 57
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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...
17 CitationsSource
#1Angelica Leigh (UNC: University of North Carolina at Chapel Hill)H-Index: 1
#2Shimul Melwani (UNC: University of North Carolina at Chapel Hill)H-Index: 8
Despite recognizing the importance of events, researchers have rarely explored the influence of broader societal events on employee experiences and behaviors at work. We integrate perspectives on e...
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Cited By5
#1Nicole M. Stephens (NU: Northwestern University)H-Index: 21
#2Lauren A. Rivera (NU: Northwestern University)H-Index: 11
Last. Sarah S. M. Townsend (SC: University of Southern California)H-Index: 17
view all 3 authors...
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...
#1Eric M. Anicich (SC: University of Southern California)H-Index: 8
#2Jon M. Jachimowicz (Harvard University)H-Index: 10
Last. L. Taylor Phillips (NYU: New York University)H-Index: 8
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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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