Disputes about the value of Diversity Training (DT) stem partly from disputes about what DT should entail and what its expected outcomes should be. We answer previous reviews’ calls for approaches to DT that are grounded in empirically supported theoretical frameworks. Specifically, and based on longstanding theory and research on attitude–behavior relations, we offer a dual-process framework that identifies key factors for interventions to reduce individual-level discrimination in organizational settings, including (a) automatic attitudes/bias, (b) awareness of the impact of bias, (c) motives relating to egalitarianism and conformity, and (d) the opportunity to engage in deliberative decision making. We offer suggestions, where available, for how DT might employ basic research known to impact these factors to construct more effective interventions. Finally, we offer guidance for targeted rather than “one-size-fits-all” approaches to DT and advocate for an integration of DT tailored to individuals with structural interventions tailored to organizations.

中文翻译：

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用于减少组织环境中歧视的多样性培训的双过程框架

关于多样性培训 (DT) 价值的争论部分源于关于 DT 应该包含什么以及它的预期结果应该是什么的争论。我们回应了之前评论对基于经验支持的理论框架的 DT 方法的呼吁。具体来说，基于对态度-行为关系的长期理论和研究，我们提供了一个双过程框架，该框架确定了干预的关键因素，以减少组织环境中的个人层面歧视，包括 (a) 自动态度/偏见，(b)对偏见影响的认识，(c) 与平等主义和从众相关的动机，以及 (d) 参与审慎决策的机会。我们提供建议，如果可用，了解 DT 如何利用已知会影响这些因素的基础研究来构建更有效的干预措施。最后，我们为有针对性而非“一刀切”的 DT 方法提供指导，并提倡将针对个人量身定制的 DT 与针对组织量身定制的结构性干预相结合。