Cox William Taylor Laimaka
Department of Psychology, University of Wisconsin-Madison, Madison, Wisconsin, USA.
Inequity Agents of Change, Madison, Wisconsin, USA.
Manag Decis. 2023 Apr 17;61(4):1038-1061. doi: 10.1108/md-06-2021-0839. Epub 2022 Sep 5.
PURPOSE –: Research consistently shows that non-scientific bias, equity, and diversity trainings do not work, and often make bias and diversity problems worse. Despite these widespread failures, there is considerable reason for hope that effective, meaningful DEI efforts can be developed. One approach in particular, the bias habit-breaking training, has 15 years of experimental evidence demonstrating its widespread effectiveness and efficacy.
DESIGN/METHODOLOGY/APPROACH –: This article discusses bias, diversity, equity, and inclusion (DEI) efforts from the author's perspective as a scientist-practitioner - the author draws primarily on the scientific literature, but also integrates insights from practical experiences working in DEI. The author provides a roadmap for adapting effective, evidence-based approaches from other disciplines (e.g. cognitive-behavioral therapy) into the DEI context and reviews evidence related to the bias habit-breaking training as one prominent demonstration of a scientifically-validated approach that effects lasting, meaningful improvements on DEI issues within both individuals and institutions.
FINDINGS –: DEI trainings fail due to widespread adoption of the information deficit model, which is well-known as a highly ineffective approach. Empowerment-based approaches, in contrast, are highly promising for making meaningful, lasting changes in the DEI realm. Evidence indicates that the bias habit-breaking training is effective at empowering individuals as agents of change to reduce bias, create inclusion, and promote equity, both within themselves and the social contexts they inhabit.
ORIGINALITY/VALUE –: In contrast to the considerable despair and pessimism around DEI efforts, the present analysis provides hope and optimism, and an empirically-validated path forward, to develop and test DEI approaches that empower individuals as agents of change.
研究一直表明，非科学的偏见、公平和多样性培训不起作用，而且往往会使偏见和多样性问题变得更糟。尽管这些培训普遍失败，但仍有相当多的理由让人希望能够开展有效、有意义的多元化、公平与包容（DEI）工作。特别是一种方法，即打破偏见习惯培训，有15年的实验证据证明了它的广泛有效性。
设计/方法/途径：本文从作者作为科学家兼从业者的角度讨论偏见、多样性、公平和包容（DEI）工作——作者主要借鉴科学文献，但也整合了在DEI领域工作的实践经验中的见解。作者提供了一个路线图，用于将其他学科（如认知行为疗法）中有效的、基于证据的方法应用到DEI背景中，并回顾了与打破偏见习惯培训相关的证据，这是一种经过科学验证的方法的突出例证，它能在个人和机构内部对DEI问题产生持久、有意义的改善。
DEI培训失败是因为广泛采用了信息 deficit 模型，而该模型是出了名的低效方法。相比之下，基于赋权的方法在DEI领域实现有意义、持久的变革方面极有前景。有证据表明，打破偏见习惯培训能有效地使个人成为变革推动者，以减少偏见、营造包容并促进公平，无论是在他们自身还是在他们所处的社会环境中。
原创性/价值：与围绕DEI工作的相当多的绝望和悲观情绪形成对比的是，本分析提供了希望和乐观态度，以及一条经过实证验证的前进道路，以开发和测试能使个人成为变革推动者的DEI方法。
