Read on Twitter
“But while implicit bias trainings are multiplying, few rigorous evaluations of these programs http://exist.to date, none of these interventions has been shown to result in permanent, long-term reductions of implicit bias scores...” https://www.scientificamerican.com/article/the-problem-with-implicit-bias-training/
“...or, more importantly, sustained and meaningful changes in behavior (i.e., narrowing of racial/ethnic clinical treatment disparities).”/2
“Even worse, there is consistent evidence that bias training done the “wrong way” (think lukewarm diversity training) can actually have the opposite impact, inducing anger and frustration among white employees”./3
“What this all means is that, despite the widespread calls for implicit bias training, it will likely be ineffective at best; at worst, it’s a poor use of limited resources that could cause more damage and exacerbate the very issues it is trying to solve.”/4
“So, what should we do? The first thing is to realize that racism is not just an individual problem requiring an individual intervention, but a structural and organizational problem that will require a lot of work to change...”/5
H/t @YvesGebhardt
I feel strongly that the main individual level work that needs to be done are creating affinity spaces- spaces for BIPOC to receive support from one another and spaces for White people to work through/process/metabolize any shame, guilt, etc they feel as result of their...
...investment/complicity in whiteness. https://www.racialequitytools.org/resourcefiles/whiteaffinitygroup.pdf?fbclid=IwAR2IsmW2jv1YY2mnZanJ8KD4i10Je1LKzQ1RFKwKWJxSDOqPmiIrKr3t78w
There is a long track record of white affinity spaces and the important work (emotional labor) that can occur in those spaces.
https://www.racialequitytools.org/act/strategies/caucus-affinity-groups
https://www.racialequitytools.org/act/strategies/caucus-affinity-groups
