Equity Reading Rooms
Cooley, E. Lei, R. F., and Ellerkamp, T. (2018). The mixed outcomes of taking ownership for implicit racial biases.
"One potential strategy for prejudice reduction is encouraging people to acknowledge, and take ownership for, their implicit biases."
"Among those low in IMS [internal motivation] owning high implicit bias backfired, leading to greater overt prejudice."
"We conclude that taking ownership of implicit bias has mixed outcomes--at times amplifying the expression of explicit prejudice."
Kellogg Insight (2021). Six evidence-based strategies for improving diversity in your organization.
"Trainings are only the beginning of the efforts needed to improve diversity in an organization. ... Additionally, some trainings just don't work or backfire."
Strategy #1: Prepare for bad reactions.
Strategy #2: "Facilitate intergroup contact -- but also create dedicated spaces for underrepresented groups."
Strategy #3: "Messaging matters, but action matters more."
Strategy #4: "Treat diversity as you would any other organizational goal."
Strategy #5: "Collect and analyze data on diversity programming."
Strategy #6: Recognize that it on't be easy and it won't happen overnight.
Kellogg Insight (2020) White Americans overestimate racial progress. But certain attempts to remedy that could backfire.
Experiments showed that reading about racism caused White people to reshape their perceptions of the past, but did not change their perceptions of the present.
"Many Americans hold dear a national narrative of continual triumph over injustice -- 'essentially, linear racial progress, unending from slaery through Jim Crow to our first Black president.'"
Ngo, N. (2021). No more 'master' bedrooms: Minnesota real estate listings aim for inclusivity.
"There's a hidden discriminatory piece that galls when you say 'master' bedroom."
Phrases like man-cave, mother-in-law suite, and Jack-and-Jill bathroom are also being eliminated.