Gillings School of Global Public Health, University of North Carolina at Chapel Hill, United States of America.
Graduate School of Social Service, Fordham University, United States of America.
Child Abuse Negl. 2022 Jun;128:105584. doi: 10.1016/j.chiabu.2022.105584. Epub 2022 Mar 18.
Calls continue for staff training as an instrumental response to racially based differences in rates of child protection system interactions and outcomes. These recommendations echo a reliance on implicit bias and diversity training (referred to broadly as "anti-bias and racial sensitivity training") across disciplines of social and human services in the United States as a feasible and politically expedient solution to racial disparities. But focusing on anti-bias training to address racial disparities in child protection systems will almost certainly fail to achieve desired objectives for at least three reasons: (a) there is no evidence that implicit bias or racial sensitivity trainings change behavior; (b) personnel training initiatives misapply an individual behavioral solution to an institutional and structural problem; and (c) an emphasis on internal training initiatives distracts and reduces the accountability of other systems of care better positioned to produce change. We conclude that if the goal is to reduce racial disparities, systemic innovations and broader policy reforms both internal and external to the child protection system are needed. Training will not meaningfully shift the downstream effects of structural racism.
呼吁继续对员工进行培训，将其作为对基于种族的儿童保护系统互动和结果差异的重要回应。这些建议呼应了在美国社会和人类服务的各个学科中对隐性偏见和多样性培训（广义上称为“反偏见和种族敏感性培训”）的依赖，认为这是解决种族差异的可行且符合政治利益的解决方案。但是，由于至少三个原因，专注于反偏见培训来解决儿童保护系统中的种族差异几乎肯定无法实现预期目标：（a）没有证据表明隐性偏见或种族敏感性培训能够改变行为；（b）人员培训计划将针对机构和结构问题的个体行为解决方案错误地应用；（c）强调内部培训计划分散了注意力，并降低了更有能力产生变革的其他护理系统的责任。我们的结论是，如果目标是减少种族差异，那么需要在儿童保护系统内部和外部进行系统性创新和更广泛的政策改革。培训不会对结构性种族主义的下游影响产生重大影响。
