Read on Twitter
"It’s easier for organizations to offer an implicit bias training than to take a long, hard look and overhaul the way they operate. The reality is, even if we could reliably reduce individual-level bias, institutional racism would make these improvements hard to maintain." https://twitter.com/Tiffany_L_Green/status/1299309409135362048
"There is consistent evidence that bias training done the “wrong way” (think lukewarm diversity training) can actually have the opposite impact."
True of anti-harassment training as well!
True of anti-harassment training as well!
Bingham and Scherer found a backlash effect when a training was provided for one sample of men. After the training, they were more likely to blame a target of sexual harassment than those who did not receive the training. #AcademiaToo https://journals.sagepub.com/doi/pdf/10.1177/0021886301372001
Work by Tinkler, Gremillion, and Arthurs suggests that policy training on harassment has the potential to activate gender stereotypes and backlash against women, especially in the administration of mandatory non-customized training. https://onlinelibrary.wiley.com/doi/abs/10.1111/lsi.12065
If you must do training, make it
>4 hours
Face to face (during #COVID, Zoom is probs better than just click through-able)
Have active participation with other trainees on interdependent tasks
Customized for the audience, and
Conducted by a supervisor or external expert
>4 hoursFace to face (during #COVID, Zoom is probs better than just click through-able)Have active participation with other trainees on interdependent tasksCustomized for the audience, andConducted by a supervisor or external expert
The article wraps up with an important point by @Tiiffany_L_Green: "None of this, of course, means that we should give up on trying to understand implicit bias or developing evidence-based training that successfully reduces discriminatory behaviors at the individual level."
"What it does mean is that we need to lean into the hard work What it does mean is that we need to lean into the hard work of auditing long-standing practices that unfairly stigmatize people of color and fail to take into account how health inequities evolve."
"Creating organizations that value equity and ultimately produce better outcomes for people of color will be long, hard work, but it’s necessary and it’s been a long time coming."
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