Two types of diversity training that really work
Alex Lindsey, Eden King, Ashley Membere, Ho Kwan Cheung, Harvard Business Review,Unconscious bias training is now almost universal among tech companies, but when they’re not executed well public backlash can erase progress. In this quick read the authors argue for two outcome-based approaches that target a change in behavior. It may seem counterintuitive to shift the focus away from improving prejudiced attitudes, but there’s evidence in favor of the efficacy of setting goals, for example, “to challenge inappropriate comments about marginalized groups when overhearing them in the future.”