Why Doesn't Diversity Training Work?
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The Science of Diversity and the Impact of Implicit Bias
The Science of Diversity and the Impact of Implicit Bias Hannah Valantine, MD NIH Chief Officer for Scientific Workforce Diversity ~ National Institutes of Health ~ / Office of the Director Scientific Workforce Diversity Use of This Module • This presentation presents information about scientific workforce diversity and factors that contribute to limiting diversity, including implicit bias • Viewing this presentation is not a substitute for broader efforts to reduce implicit bias and its negative outcomes on scientific career advancement • Please contact us with questions: [email protected] Presentation Outline • Why diversity? – Diverse is a driving force for excellence and innovation – Defining diversity – Lack of diversity in science: the evidence • Hurdles to diversity: Implicit bias – Pervasiveness of implicit bias – Evidence – Strategies for overcoming bias Why Diversity Matters Capitalizing on the Opportunity • Excellence, creativity, innovation • Broadening scope of inquiry - solutions to complex problems of health and disease • Impact of workforce diversity on health disparities • Ensuring fairness – Changing demographics – Leveraging the entire U.S. intellectual capital Capturing the Benefits of Diversity Identity is a Proxy for Cognitive Diversity *Underrepresented Thinking Populations in U.S. Language Ethnicity*Ethnicity Religion Style Biomedical, Clinical, Behavioral and Social Science Research Perspectives ExperiencesNationality* Nationality GeographyGender* Physical RaceRace* Culture Skills SocioeconomicGender Status* -
Overlooking Sexism: How Diversity Structures Shape Women's
Overlooking Sexism: How Diversity Structures Shape Women’s Perceptions of Discrimination Laura M. Brady A thesis submitted in partial fulfillment of the requirements for the degree of Master of Science University of Washington 2013 Committee: Cheryl Kaiser Janxin Leu Program Authorized to Offer Degree: Psychology ©Copyright 2013 Laura M. Brady Acknowledgements This research was conducted under the guidance of Cheryl Kaiser and Brenda Major and was supported by a National Science Foundation Graduate Research Fellowship awarded to Laura Brady and by National Science Foundation grants 1053732 & 1052886 awarded collaboratively to Brenda Major and Cheryl Kaiser. University of Washington Abstract Overlooking Sexism: How Diversity Structures Shape Women’s Perceptions of Discrimination Laura Michelle Brady Chair of the Supervisory Committee: Cheryl Kaiser, PhD Psychology Two experiments test the hypothesis that the mere presence (vs. absence) of diversity structures makes it more difficult for women to detect sexism. In Experiment 1, women who learned that a company required diversity training for managers thought the company was more procedurally just for women and was less likely to have discriminated against a female employee compared to women who learned the company offered general non-diversity related training for managers. Experiment 2 used a similar design, but also gave women evidence that the company had indeed discriminated against women in hiring practices. Again, compared to the control condition, women who learned that the company offered diversity training believed the company was more procedurally just for women, which led them to be less supportive of sexism related litigation against the company. To the extent that diversity structures legitimize the fairness of organizations, they may also make it more difficult for members of underrepresented groups to detect and remedy discrimination. -
The Trouble We''re In: Privilege, Power, and Difference
The Trouble Were In: Privilege, Power, and Difference Allan G. Johnson Thetroublearounddifferenceisreallyaboutprivilegeandpowertheexistenceofprivilege andthelopsideddistributionofpowerthatkeepsitgoing.Thetroubleisrootedinalegacyweall inherited,andwhilewerehere,itbelongstous.Itisntourfault.Itwasntcausedbysomethingwedid ordidntdo.Butnowitsallours,itsuptoustodecidehowweregoingtodealwithitbeforewe collectivelypassitalongtothegenerationsthatwillfollowours. Talkingaboutpowerandprivilegeisnteasy,whichiswhypeoplerarelydo.Thereasonforthis omissionseemstobeagreatfearofanythingthatmightmakewhitesormalesorheterosexuals uncomfortableorpitgroupsagainsteachother,1eventhoughgroupsarealreadypittedagainstone anotherbythestructuresofprivilegethatorganizesocietyasawhole.Thefearkeepspeoplefrom lookingatwhatsgoingonandmakesitimpossibletodoanythingabouttherealitythatliesdeeper down,sothattheycanmovetowardthekindofworldthatwouldbebetterforeveryone. Difference Is Not the Problem Ignoringprivilegekeepsusinastateofunreality,bypromotingtheillusionthedifferenceby itselfistheproblem.Insomeways,ofcourse,itcanbeaproblemwhenpeopletrytoworktogether acrossculturaldividesthatsetgroupsuptothinkanddothingstheirownway.Buthumanbeingshave beenovercomingsuchdividesforthousandsofyearsasamatterofroutine.Therealillusionconnected todifferenceisthepopularassumptionthatpeoplearenaturallyafraidofwhattheydontknowor understand.Thissupposedlymakesitinevitablethatyoullfearanddistrustpeoplewhoarentlikeyou and,inspiteofyourgoodintentions,youllfinditallbutimpossibletogetalongwiththem. -
The Issue of Diversity and Multiculturalism in Japan
Jie Qi & Sheng Ping Zhang The Issue of Diversity and Multiculturalism in Japan THE ISSUE OF DIVERSITY AND MULTICULTURALISM IN JAPAN Jie Qi Utsunomiya University, Japan Sheng Ping Zhang Meijo University, Japan Paper presented at the Annual Meeting of the American Educational Research Association March 24-29, 2008 New York In Session: Internationalization and Globalization in the Curriculum 1 Jie Qi & Sheng Ping Zhang The Issue of Diversity and Multiculturalism in Japan THE ISSUE OF DIVERSITY AND MULTICULTYRALISM IN JAPAN The purpose of this paper is to problematize that which has been taken for granted about the notion of multiculturalism in Japan. Multiculturalism is a novel issue in Japan. As the Japanese government started to promote “internationalization” since 1980’s, slogans such as “international exchange,” “cultural exchange,” “understanding of other cultures,” etc, have become the most popular hackneyed expressions among policy maker and educators. This paper demonstrates that the notion of multiculturalism in Japan is intricately and deeply embedded in Japanese society, Japanese culture and the Japanese educational system and that this type of multiculturalism excludes ethnic groups which have lived in Japan since old times. Firstly, the intention in this study is to interrupt the assumptions about homogeneous nation in Japanese educational discourse as have been accepted since the end of World War II. I assert that Japan is not homogeneous nation rather a society with diverse cultural groups. Secondly, this paper traces the path of the past notion of multiculturalism as embodied in the Japanese political, social and cultural conditions. In undertaking this I first look at the way cultural studies emerged in the 1980’s which created a new image of cultural studies. -
What Works? an Evaluation of the Effectiveness of Anti-Racism Strategies
Anti-Racism – What Works? An evaluation of the effectiveness of anti-racism strategies Prepared by the: Centre for Social Change & Social Equity Murdoch University For the: Office of Multicultural Interests March 2003 Anti-Racism – What works? An evaluation of the effectiveness of anti-racism strategies Prepared for the Office of Multicultural Interests Anne Pedersen, Iain Walker, Mark Rapley, & Mike Wise School of Psychology Murdoch University South Street Murdoch, Western Australia Telephone: (08) 9360 2186 2. CONTENTS Page no 1. Executive Summary 4 2. Background, definition of terms, and overview of report 6 2.1 What are anti-racism strategies? 8 2.2 Why are anti-racism strategies needed? 9 3. Method 9 4. Overview of evaluations of anti-racism strategies 10 4.1 Individual Strategies 12 - Providing knowledge about cultural issues 12 - Dissonance 13 - Empathy 13 4.2 Interpersonal Strategies 15 - Intergroup contact 15 - Providing consensus information 17 - Dialogue 17 - Advertising campaigns 18 5. Description of reviews 21 6. Methodological adequacy 24 7. Broader issues 26 8. Summary, conclusions, and implications 28 9. References 30 10. Endnotes 36 11. Appendices Appendix A. Annotated bibliography: Anti-racism and related strategies 37 Appendix B. A summary evaluation of strategies 78 3. “Laws in this area will not change the hearts of men [sic], they can only restrain the actions of the heartless” (Martin Luther King, Jr.) 1. Executive Summary This report, for the Office of Multicultural Interests, provides a review of the literature on anti-racism strategies, and incorporates evidence from various key researchers and policy workers from around Australia. Although serious methodological limitations restrict the generalisability of much of this literature, a number of key findings consistently emerge. -
Diversity Training Curriculum
Diversity and Inclusion Training Presented by: Office of Institutional Equity Office for Diversity and Inclusion Training Team • Office of Institutional Equity - Elizabeth Conklin (she/her/hers) Associate Vice President and Title IX Coordinator, - Sarah Chipman (she/her/hers) Director of Investigations and Deputy Title IX Coordinator - Bob Camilleri, (he/him/his) Associate Director of Investigations - Jamila Goolgar (she/her/hers) EEO Investigator - Katherine Kenyon (she/her/hers) EEO and Search Compliance Specialist • Office for Diversity and Inclusion – Elsie Gonzalez (she/her/hers), Director, Diversity and Inclusion Programming Initiatives – Kelsey O’Neil (they/them/theirs), Director, Rainbow Center – Angela Rola (she/her/hers), Director, Asian-American Cultural Center – Willena K. Price, (she/her/hers) Director, African-American Cultural Center 2 Basics Cell Phones Laptops/iPads Questions & Breaks Late Entry/Early Exit 3 Agenda Understanding Diversity and Its Definition Stereotypes, Bias, and Microaggressions Prejudice, Discrimination, Privilege, and Oppression Applicable Federal and State Laws & University Policies Remedies Available to Victims of Discrimination and Hate Crimes Your Rights, Responsibilities & Obligations 4 GRADUATE STUDENT CONTEXT Graduate • Positions of authority within the scope Students have of teaching and research assistant roles. two intersecting • Subordinate positions within the scope roles: of graduate student role. We will discuss both roles today, with a focus on your roles when acting in positions of authority. 5 Policy Against Discrimination, Affirmative Action & Equal Harassment, and Related Employment Opportunity Interpersonal Violence Policy Applicable University Policies Policy Statement: People Non-Retaliation Policy With Disabilities 6 Commitment to Diversity “…encompasses the presence and participation of people who differ by age, color, ethnicity, gender, national origin, race, religion, and sexual orientation; and includes those with disabilities and from various socio-economic backgrounds. -
Implementation of a Cultural Diversity Program in an Urban Catholic Male High School
Rowan University Rowan Digital Works Theses and Dissertations 4-12-2004 Implementation of a cultural diversity program in an urban Catholic male high school Diane Casey Rowan University Follow this and additional works at: https://rdw.rowan.edu/etd Part of the Elementary and Middle and Secondary Education Administration Commons Recommended Citation Casey, Diane, "Implementation of a cultural diversity program in an urban Catholic male high school" (2004). Theses and Dissertations. 1125. https://rdw.rowan.edu/etd/1125 This Thesis is brought to you for free and open access by Rowan Digital Works. It has been accepted for inclusion in Theses and Dissertations by an authorized administrator of Rowan Digital Works. For more information, please contact [email protected]. IMPLEMENTATION OF A CULTURAL DIVERSITY PROGRAM IN AN URBAN CATHOLIC MALE HIGH SCHOOL By Diane Casey A Thesis Submitted in partial fulfillment of the requirement of the Master of Arts Degree of The Graduate School at Rowan University May, 2004 Approved-by- Professor/ Date Approved gj4i j J D ABSTRACT Diane Casey IMPLEMENTATION OF A CULTURAL DIVERITY PROGRAM IN A URBAN CATHOLIC MALE HIGH SCHOOL 2003/04 Dr. Theodore Johnson Master of Art in School Administration The purpose of this study is to create and implement a cultural diversity team of high school students. These students with a faculty leader will spearhead student activities and events around the topic of diversity. The students will be selectively chosen by the intern to be involved in the leadership and implementation of this project. This program is intended to increase cultural awareness of students; staff, faculty and administration so that they can put into practice the skills to confront prejudice and discriminatory behavior in themselves and others. -
The State of Racial Diversity in the Educator Workforce 2016
THE STATE OF RACIAL DIVERSITY IN THE EDUCATOR WORKFORCE 2016 THE STATE OF RACIAL DIVERSITY IN THE EDUCATOR WORKFORCE JULY 2016 POLICY AND PROGRAM STUDIES SERVICE OFFICE OF PLANNING, EVALUATION AND POLICY DEVELOPMENT U.S. DEPARTMENT OF EDUCATION i U.S. Department of Education John B. King, Jr. Secretary Office of Planning, Evaluation and Policy Development Amy McIntosh Delegated Duties of Assistant Secretary Policy and Program Studies Service Jennifer Bell-Ellwanger Director July 2016 This report is in the public domain. Authorization to reproduce it in whole or in part is granted. While permission to reprint this publication is not necessary, the citation should be U.S. Department of Education, Office of Planning, Evaluation and Policy Development, Policy and Program Studies Service, The State of Racial Diversity in the Educator Workforce, Washington, D.C. 2016. This report is available on the Department’s website at http://www2.ed.gov/rschstat/eval/highered/racial-diversity/state-racial-diversity- workforce.pdf. Availability of Alternate Formats Requests for documents in alternate formats such as Braille or large print should be submitted to the Alternate Format Center by calling 202-260-0852, or by contacting the 504 coordinator via e-mail at [email protected]. Notice to Limited English Proficient Persons If you have difficulty understanding English you may request language assistance services for Department information that is available to the public. These services are available free of charge. If you need more information about interpretation or translation services, please call 1-800-USA-LEARN (1-800-872-5327) (TTY: 1-800-437-0833), or e-mail us at [email protected]. -
Social Change Or Status Quo: Approaches to Diversity Training
ChangeWorks Consulting Transformation for a Better Future Social Change or Status Quo? APPROACHES TO DIVERSITY TRAINING By Patti DeRosa, needs of the type of organization where the training takes ChangeWorks Consulting, 2001 place, such as schools, businesses, social services, or health care institutions. iversity training” is an increasingly common Each training approach has strengths that should be “Dapproach that organizations are using to address recognized and encouraged. There are also limitations the realities and challenges of the diverse workforce and involved in each that are at times related to their underly- society. A 2001 industry report by Training Magazine ing philosophical systems. The focus of this discussion will (October 2001, Vol. 38, No. 10) documented that 75% of be specifically on diversity training approaches used in U.S. companies with 100 or more employees offered workplace settings. It will not directly address diversity diversity training. With so many companies offering planning strategies and multicultural organizational devel- diversity training, it is important to determine exactly opment nor will it discuss approaches to multicultural what is meant by this term. education or the broader issue of multiculturalism in aca- The term “diversity” has become commonplace, but demic institutions (although the models have application it is not often clear what is meant by it. Sometimes it is for these endeavors). I have arranged them alphabetically, used to include such a wide variety of personal human except for anti-racism, which I have placed at the end for differences that it seems that nothing is exempt from it's reasons that will become evident later in this article. -
Issues of Racial, Ethnic, and Gender Diversity in Preparing School Administrators Carolyn Ridenour University of Dayton, [email protected]
University of Dayton eCommons Educational Leadership Faculty Publications Department of Educational Leadership 2001 Issues of Racial, Ethnic, and Gender Diversity in Preparing School Administrators Carolyn Ridenour University of Dayton, [email protected] Patricia F. First University of Dayton Angela Lydon University of Dayton Michelle C. Partlow University of Dayton Follow this and additional works at: http://ecommons.udayton.edu/eda_fac_pub Part of the Educational Leadership Commons, Gender and Sexuality Commons, Gender Equity in Education Commons, Higher Education Commons, and the Race and Ethnicity Commons eCommons Citation Ridenour, Carolyn; First, Patricia F.; Lydon, Angela; and Partlow, Michelle C., "Issues of Racial, Ethnic, and Gender Diversity in Preparing School Administrators" (2001). Educational Leadership Faculty Publications. 83. http://ecommons.udayton.edu/eda_fac_pub/83 This Book Chapter is brought to you for free and open access by the Department of Educational Leadership at eCommons. It has been accepted for inclusion in Educational Leadership Faculty Publications by an authorized administrator of eCommons. For more information, please contact [email protected], [email protected]. Issues of Racial, Ethnic, and Gender Diversity in Preparing School Administrators Carolyn S. Ridenour, Patricia F. First Angela Lydon, and Michelle C. Partlow There are very real differences between us of race, age, and sex. But it is not those differences between us that are separating us . It is rather our refusal to recognize those differences, and to examine the distortions that result from our misnaming them and their effects upon human behavior and expectations. -Audra Lorde (1995, p. 285) The four of us teach in the Department of Educational Leadership at the Uni versity of Dayton. -
Organizationally Mandated Diversity Training: Participants’ Perceptions at a Southeastern State University Michelle Lynn Hurley East Tennessee State University
East Tennessee State University Digital Commons @ East Tennessee State University Electronic Theses and Dissertations Student Works 12-2012 Organizationally Mandated Diversity Training: Participants’ Perceptions at a Southeastern State University Michelle Lynn Hurley East Tennessee State University Follow this and additional works at: https://dc.etsu.edu/etd Part of the Social Control, Law, Crime, and Deviance Commons Recommended Citation Hurley, Michelle Lynn, "Organizationally Mandated Diversity Training: Participants’ Perceptions at a Southeastern State University" (2012). Electronic Theses and Dissertations. Paper 1492. https://dc.etsu.edu/etd/1492 This Dissertation - Open Access is brought to you for free and open access by the Student Works at Digital Commons @ East Tennessee State University. It has been accepted for inclusion in Electronic Theses and Dissertations by an authorized administrator of Digital Commons @ East Tennessee State University. For more information, please contact [email protected]. Organizationally Mandated Diversity Training: Participants’ Perceptions at a Southeastern State University __________________ A dissertation presented to the faculty of the Department of Educational Leadership and Policy Analysis East Tennessee State University In partial fulfillment of the requirements for the degree Doctor of Education in Educational Leadership __________________ by Michelle Lynn Hurley December 2012 __________________ Dr. Eric Glover, Chair Dr. Don Good Dr. James Lampley Dr. Leslie McCallister Keywords: diversity -
Faculty Diversity Training Programs and Best Practices Preliminary Draft
Faculty Diversity Training Programs and Best Practices Preliminary Draft Summary: This is a preliminary draft of research on 16 University programs that feature faculty diversity training initiatives. Each university program differs in its scope, available recourses, and goals in addressing training for faculty. While there is a focus by most universities on educational training geared toward students, in general, most existing programs for faculty training consist of speaking engagements, workshops, and lecture series already targeted for the larger community. Some programs feature diversity certificate programs like University of Pittsburg and University of California, Irvine. University of Pittsburg features 6 courses that consist of completing two required workshops, four elective workshops, and participation in a capstone conversation session facilitated by a member of the Diversity and Inclusion Office. Courses include classes that address millennial and baby boomers, recognizing and addressing stereotypes, and ways to develop intercultural competencies. The strongest existing support for faculty diversity initiatives is reflected in mentoring programs, including programs from UC Berkley, Dartmouth, University of Notre Dame, and Columbia. Cornell offers a small group mentoring program, which features 3-9 women and/or faculty from underrepresented racial and ethnic groups who share an interest in a broad topic, a discipline or broader disciplinary group (e.g., “engineering”) or a career stage (assistant or associate professor). The group serves to assist with each individual’s career and community needs. There are also less formal (non-mandatory) dialogue series that feature best practices in teaching and ways to build inclusive classrooms. UC Berkley, Dartmouth, Columbia all feature programs that highlight faculty-led discussions on various diversity/inclusion topics.