The mixed effects of online diversity training

We present results from a large ( = 3,016) field experiment at a global organization testing whether a brief science-based online diversity training can change attitudes and behaviors toward women in the workplace. Our preregistered field experiment included an active placebo control and measured pa...

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Veröffentlicht in:	Proceedings of the National Academy of Sciences - PNAS Jg. 116; H. 16; S. 7778
Hauptverfasser:	Chang, Edward H, Milkman, Katherine L, Gromet, Dena M, Rebele, Robert W, Massey, Cade, Duckworth, Angela L, Grant, Adam M
Format:	Journal Article
Sprache:	Englisch
Veröffentlicht:	United States 16.04.2019
Schlagworte:	Bias Computer-Assisted Instruction Continental Population Groups Cultural Diversity Education, Continuing - methods Female Humans Internet Male Models, Educational Workplace field experiment gender race diversity training bias
ISSN:	1091-6490, 1091-6490
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Abstract	We present results from a large ( = 3,016) field experiment at a global organization testing whether a brief science-based online diversity training can change attitudes and behaviors toward women in the workplace. Our preregistered field experiment included an active placebo control and measured participants' attitudes and real workplace decisions up to 20 weeks postintervention. Among groups whose average untreated attitudes-whereas still supportive of women-were relatively less supportive of women than other groups, our diversity training successfully produced attitude change but not behavior change. On the other hand, our diversity training successfully generated some behavior change among groups whose average untreated attitudes were already strongly supportive of women before training. This paper extends our knowledge about the pathways to attitude and behavior change in the context of bias reduction. However, the results suggest that the one-off diversity trainings that are commonplace in organizations are unlikely to be stand-alone solutions for promoting equality in the workplace, particularly given their limited efficacy among those groups whose behaviors policymakers are most eager to influence.
AbstractList	We present results from a large (n = 3,016) field experiment at a global organization testing whether a brief science-based online diversity training can change attitudes and behaviors toward women in the workplace. Our preregistered field experiment included an active placebo control and measured participants' attitudes and real workplace decisions up to 20 weeks postintervention. Among groups whose average untreated attitudes-whereas still supportive of women-were relatively less supportive of women than other groups, our diversity training successfully produced attitude change but not behavior change. On the other hand, our diversity training successfully generated some behavior change among groups whose average untreated attitudes were already strongly supportive of women before training. This paper extends our knowledge about the pathways to attitude and behavior change in the context of bias reduction. However, the results suggest that the one-off diversity trainings that are commonplace in organizations are unlikely to be stand-alone solutions for promoting equality in the workplace, particularly given their limited efficacy among those groups whose behaviors policymakers are most eager to influence.We present results from a large (n = 3,016) field experiment at a global organization testing whether a brief science-based online diversity training can change attitudes and behaviors toward women in the workplace. Our preregistered field experiment included an active placebo control and measured participants' attitudes and real workplace decisions up to 20 weeks postintervention. Among groups whose average untreated attitudes-whereas still supportive of women-were relatively less supportive of women than other groups, our diversity training successfully produced attitude change but not behavior change. On the other hand, our diversity training successfully generated some behavior change among groups whose average untreated attitudes were already strongly supportive of women before training. This paper extends our knowledge about the pathways to attitude and behavior change in the context of bias reduction. However, the results suggest that the one-off diversity trainings that are commonplace in organizations are unlikely to be stand-alone solutions for promoting equality in the workplace, particularly given their limited efficacy among those groups whose behaviors policymakers are most eager to influence. We present results from a large ( = 3,016) field experiment at a global organization testing whether a brief science-based online diversity training can change attitudes and behaviors toward women in the workplace. Our preregistered field experiment included an active placebo control and measured participants' attitudes and real workplace decisions up to 20 weeks postintervention. Among groups whose average untreated attitudes-whereas still supportive of women-were relatively less supportive of women than other groups, our diversity training successfully produced attitude change but not behavior change. On the other hand, our diversity training successfully generated some behavior change among groups whose average untreated attitudes were already strongly supportive of women before training. This paper extends our knowledge about the pathways to attitude and behavior change in the context of bias reduction. However, the results suggest that the one-off diversity trainings that are commonplace in organizations are unlikely to be stand-alone solutions for promoting equality in the workplace, particularly given their limited efficacy among those groups whose behaviors policymakers are most eager to influence.
Author	Chang, Edward H Gromet, Dena M Massey, Cade Duckworth, Angela L Milkman, Katherine L Rebele, Robert W Grant, Adam M
Author_xml	– sequence: 1 givenname: Edward H surname: Chang fullname: Chang, Edward H email: changed@wharton.upenn.edu organization: Department of Operations, Information, & Decisions, The Wharton School, University of Pennsylvania, Philadelphia, PA 19104; changed@wharton.upenn.edu – sequence: 2 givenname: Katherine L orcidid: 0000-0002-9706-4830 surname: Milkman fullname: Milkman, Katherine L organization: Department of Operations, Information, & Decisions, The Wharton School, University of Pennsylvania, Philadelphia, PA 19104 – sequence: 3 givenname: Dena M surname: Gromet fullname: Gromet, Dena M organization: Behavior Change for Good Initiative, University of Pennsylvania, Philadelphia, PA 19104 – sequence: 4 givenname: Robert W surname: Rebele fullname: Rebele, Robert W organization: Melbourne School of Psychological Sciences, The University of Melbourne, Parkville, VIC, 3010 Australia – sequence: 5 givenname: Cade surname: Massey fullname: Massey, Cade organization: Department of Operations, Information, & Decisions, The Wharton School, University of Pennsylvania, Philadelphia, PA 19104 – sequence: 6 givenname: Angela L surname: Duckworth fullname: Duckworth, Angela L organization: Department of Psychology, University of Pennsylvania, Philadelphia, PA 19104 – sequence: 7 givenname: Adam M surname: Grant fullname: Grant, Adam M organization: Department of Management, The Wharton School, University of Pennsylvania, Philadelphia, PA 19104
BackLink	https://www.ncbi.nlm.nih.gov/pubmed/30936313$$D View this record in MEDLINE/PubMed
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SubjectTerms	Bias Computer-Assisted Instruction Continental Population Groups Cultural Diversity Education, Continuing - methods Female Humans Internet Male Models, Educational Workplace
Title	The mixed effects of online diversity training
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