■研究一致表明,非科学偏见,股本,多样性培训不起作用,并经常使偏见和多样性问题变得更糟。尽管这些广泛的失败,有相当大的理由希望有效,可以开展有意义的DEI努力。特别是一种方法,偏见打破习惯的训练,有15年的实验证据证明其广泛的有效性和功效。
■本文讨论了偏见,多样性,股本,和包容性(DEI)的努力从作者的角度作为一个科学家-从业者-作者主要借鉴科学文献,而且还整合了在DEI工作的实践经验的见解。作者提供了有效适应的路线图,基于证据的方法从其他学科(例如认知行为疗法)进入DEI背景,并回顾与偏见习惯打破训练相关的证据,作为一个科学验证的方法,影响持久,在个人和机构内部对DEI问题进行有意义的改进。
■由于信息赤字模型的广泛采用,DEI培训失败,众所周知,这是一种非常无效的方法。基于赋权的方法,相比之下,非常有希望做出有意义的,DEI领域的持久变化。有证据表明,偏见习惯打破训练有效地赋予个人作为变革的推动者以减少偏见,创建包含,促进公平,在他们自己和他们所居住的社会环境中。
■与围绕DEI努力的相当绝望和悲观相反,目前的分析提供了希望和乐观,以及经验验证的前进道路,开发和测试DEI方法,使个人成为变革的推动者。
UNASSIGNED: 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.
UNASSIGNED: 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.
UNASSIGNED: 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.
UNASSIGNED: 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.