Overall, for physicians seeking national awards, women account for 32% of applicants for bronze awards, 24% for silver awards, and 17% for gold awards. ...fewer women apply (particularly for senior ...awards) than men. An Equality and Inclusion task group reviewed the RCP approaches in a several key areas, including the appraisal systems regarding CEAs.3 Recommendations included making the process more open and the selection procedure and demographics of the scorers available, ensuring there is evidence that the scorers have had diversity training, and introducing a system to ensure fair gender and ethnic representation. In 2017, Mark Porter5 stated “It's about challenging the structures that entrench inequality, but also about challenging our own behaviour and attitudes, and those we experience every day. ...we are truly equal, we are all diminished”.
The purpose of this meta-analysis was to use theory and research on diversity, attitudes, and training to examine potential differential effects on affective-based, cognitive-based, and skill-based ...outcomes, to examine potential moderators of those effects with a focus on affective-based outcomes, and finally, to provide quantitative estimates of these posited relationships. Results from 65 studies (N = 8465) revealed sizable effects on affective-based, cognitive-based, and skill-based outcomes as well as interesting boundary conditions for these effects on affective-based outcomes. This study provides practical value to human resources managers and trainers wishing to implement diversity training within organizations as well as interesting theoretical advances for researchers. Practitioners have quantitative evidence that diversity training changes affective-based, cognitive-based, and skill-based trainee outcomes. This study also supports and addresses future research needs.
Universities and those who work there must reimagine spaces, behaviour and processes to promote a sense of belonging for everyone, say Danielle McCullough and Ruth Gotian.
This article analyzes the scholarship on diversity‐training outcomes utilizing a systematic literature review (SLR) and provide insights for future research. The article advances our understanding of ...diversity‐training outcomes through the integration of three perspectives: the business case, learning, and social justice perspectives. The SLR revealed: (a) a literature that is fragmented and diverse in terms of publication outlets; (b) researchers conduct diversity‐training outcomes research in a diverse range or organizations, sectors, cultural and training contexts; (c) studies primarily reflect the business case or learning perspectives; and (d) existing studies have significant methodological limitations. We argue the need for future research to adopt multiple perspectives ensure better cross‐fertilization of perspectives and make use of more sophisticated methodologies.
From Frankfurt to Fox Owen, Malloy
The Hedgehog review,
04/2023, Letnik:
25, Številka:
1
Journal Article
Recenzirano
Spare a thought for the critical theory cognoscenti, who have lately been forced to watch the ideas they cherish kicked around in a highly public and undignified manner. The slap fight over so-called ...critical race theory is the first case that comes to mind. The critical theorists are full of scorn for the conservative activists who have adopted the term as a scare word. But some of them may also feel a certain unease over the development of industrial-scale diversity training like that practiced by “whiteness studies” scholar Robin DiAngelo. Are PowerPoints telling Goldman Sachs employees how racist they are really opening the way to “a state of civilization…in which human needs are fulfilled in such a manner and to such an extent that surplus-repression can be eliminated,” to quote Herbert Marcuse’s utopian vision?1 One can imagine an argument to this effect, but formulating it would be a heavy task. Diversity training’s entanglement with bureaucracy is just one attribute that would seem to disfavor it from the point of view of critical theory, at least of the Frankfurt School variety. Yet rightly or wrongly, it is diversity training that today carries forward the banner of critical theory in public. Confusing times indeed.
Objectives
Implicit bias is common and is thought to drive discriminatory behaviour. Having previously demonstrated discrimination against specific applicant demographics by academic radiology ...departments in a simulated resident selection process, the authors sought to better understand the relationship between implicit bias and discrimination, as well as the potential and mechanisms for their mitigation.
Methods
A total of 51 faculty reviewers at three academic radiology departments, who had participated in a 2017 audit study in which they were shown to treat applicants differently based on race or ethnicity and physical appearance, were invited to complete testing for implicit racial and weight bias using the Implicit Association Test in 2019. Respondents were also surveyed regarding awareness of their own personal racial and weight biases, as well as any prior participation in formal diversity training. Comparisons were made between implicit bias scores and applicant ratings, as well as between diversity training and self‐awareness of bias.
Results
A total of 31 out of 51 faculty reviewers (61%) completed and submitted results of race and weight Implicit Association Tests. A total of 74% (23/31) reported implicit anti‐obese bias, concordant with discrimination demonstrated in the resident selection simulation, in which obese applicants were rated 0.40 standard deviations (SDs) lower than non‐obese applicants (P < .001). A total of 71% (22/31) reported implicit anti‐Black bias, discordant with application ratings, which were 0.47 SDs higher for Black than for White applicants (P < .001). A total of 84% (26/31) of participants reported feeling self‐aware of potential racial bias at the time of application review, significantly higher than the 23% (7/31) reporting self‐awareness of potential anti‐obese bias (P < .001). Participation in formal diversity training was not associated with implicit anti‐Black or anti‐fat bias, nor with self‐reported awareness of potential racial or weight‐based bias (all P > .2).
Conclusions
These findings suggest that implicit bias, as measured by the Implicit Association Test, does not inevitably lead to discrimination, and that personal awareness of implicit biases may allow their mitigation.
With countless reasons to worry about bias, discrimination in healthcare, education, Maxfield et al. offer hope by demonstrating that implicit bias does not inevitably lead to discrimination, can be managed.
Over the past two decades, new anti-immigration policies and laws have emerged to address the migration of undocumented immigrants. A systematic review of the literature was conducted to assess and ...understand how these immigration policies and laws may affect both access to health services and health outcomes among undocumented immigrants. Eight databases were used to conduct this review, which returned 325 papers that were assessed for validity based on specified inclusion criteria. Forty critically appraised articles were selected for analysis; thirty articles related to access to health services, and ten related to health outcomes. The articles showed a direct relationship between anti-immigration policies and their effects on access to health services. In addition, as a result of these policies, undocumented immigrants were impacted by mental health outcomes, including depression, anxiety, and post-traumatic stress disorder. Action items were presented, including the promotion of cultural diversity training and the development of innovative strategies to support safety-net health care facilities serving vulnerable populations.
In spite of recent calls for patient-centered care and greater attention to the needs of lesbian, gay, bisexual, and transgender (LGBT) patients, nurses still lack basic education about LGBT patient ...care and, as a result, may have negative attitudes, endorse stereotypes, and/or feel uncomfortable providing care. This study reports on education/training of practicing nurses and explores some of the reasons for nurses reporting feelings of discomfort with LGBT patient care. Transcripts from structured interviews with 268 nurses in the San Francisco Bay Area revealed that 80% had no education or training on LGBT issues. Although most said they were comfortable with LGBT patient care, some of their comments indicated that they might not be providing culturally sensitive care. Implications for nursing education and for policies and procedures of health care institutions are addressed.
•We interviewed 268 practicing nurses to assess the current state of the art of LGBT-sensitive nursing practice.•Most of the nurses revealed that they had no education or training on LGBT health issues.•Nurses' gaps in knowledge and discomfort for practicing that may adversely affect patient care.•LGBT health care education needs to start in nursing schools and programs.•Nursing curriculum, continuing education and institutional policies are addressed.
Purpose
In today’s corporate world, effective management of diversity is a critical business and social imperative. This paper aims to identify relevant issues connected to diversity training and ...suggest course content that can be useful in corporate and academia while offering diversity training.
Design/methodology/approach
The authors have conducted a literature review on primary aspects connected to diversity training. Specifically, papers published in recent times are given focus to come up with relevant diversity training content and other connected concerns.
Findings
In this paper, the authors focus on how academicians and practitioners can develop an effective diversity training initiative, based on some of the critical nuances discussed in the literature. Suggested training content includes sensitivity, awareness, behavioral approach, policy guidelines and diversity impact analysis. This training content can further be customized based on the corporate context where the training is to be delivered.
Originality/value
Based on the literature review, the paper suggests a holistic diversity training program that is hopefully going to be useful for both practitioners and academicians.
We explored whether the existence of gender bias causes gender gaps in STEM engagement. In Experiment 1 (
n
= 322), U.S. women projected less sense of belonging, positivity toward, and aspirations ...to participate in STEM than did men when exposed to the reality of STEM gender bias. These gender differences disappeared when participants were told that STEM exhibits gender equality, suggesting that gender bias produces STEM gender gaps. Experiment 2 (
n
= 429) explored whether results generalized to a specific STEM department, and whether organizational efforts to mitigate gender bias might shrink gender gaps. U.S. women exposed to a biased chemistry department anticipated more discrimination and projected less sense of belonging, positive attitudes and trust and comfort than did men. These gender differences vanished when participants read about an unbiased department, again suggesting that gender bias promotes STEM gender gaps. Further, moderated mediation analyses suggested that in the presence of gender bias (but not gender equality), women projected less positive attitudes and trust and comfort than did men
because
they experienced less sense of belonging and anticipated more discrimination. Results were largely unaffected by whether departments completed a diversity training, suggesting that knowledge of diversity initiatives alone cannot close STEM gender gaps.
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