A systematic review of diversity, equity, and inclusion and antiracism training studies: Findings and future directions

Abstract

A growing number of organizations are prioritizing diversity, equity, and inclusion (DEI) and antiracism in the workplace, including investing resources in DEI or antiracism training. However, such trainings vary widely in curriculum, objectives, delivery, and evaluation, with little known about the efficacy of existing trainings. The aim of this systematic review is to evaluate training characteristics, measures, and results of peer-reviewed studies (published between 2000 and 2022) testing DEI or antiracism trainings. Studies were identified using Google Scholar, JSTOR, and a university library database. Key search terms included “diversity, equity, and inclusion training”; “antiracism training”; and “effect,” “impact,” “outcome,” or “evaluation.” The search yielded N = 15 DEI training studies and N = 8 antiracism training studies. The majority of studies (75% of antiracism training; 66.6% of DEI training) utilized a one-time training session. Content, objectives, measures, and impact varied widely across studies. Randomized designs were uncommon (13%), and over 70% of studies had majority female participants. Findings highlight several strategies to advance the field of DEI and antiracism training, such as shifting curriculum from targeting individual knowledge to supporting behavioral and organizational change, providing longitudinal training, standardizing outcomes of interest, and implementing rigorous evaluation methods.

An Examination of Diversity, Equity, Inclusion, and Belonging (DEIB) Initiatives in Large U.S. Public Accounting Firms to Recruit and Retain Women and Minorities in the Workplace

“…Immediate gains from training can be measured through individual intelligence, awareness, and attitudes, however, to increase long-term gains their wisdom needs to be paired with skills and actual behavioral change (Wang et al, 2023). For anti-bias training to be effective, attitudes must change.…”

“…However, Deloitte does not describe how they conduct their anti-racism training. The report does not state how often training must be completed and to have effective training, they must be longitudinal so concepts and skills can be built up over time (Wang, et al, 2023). Without the supplemental information, it cannot be determined how effective the training is, but by Deloitte pairing the training with other DEI efforts, the training will be more beneficial than without (Gewin, 2019).…”

The power of junior faculty mentoring committees

“…Institutions that do not provide recognition or service credit for such responsibilities, risk overburdening senior faculty and in the case of URM faculty, adding to the “minority tax” (Mays et al, 2023). Formal mentor training can enhance mentorship skills and will help mentors understand the challenges and adversities faced by their faculty mentees and how they can be effective help faculty meet and overcome challenges, especially those from URM groups that more frequently experience unequal access to educational and research opportunities (Chaudhary & Berhe, 2020; Wang et al, 2023).…”

Recognizing and addressing environmental microaggressions, know-your-place aggression, peer mediocrity, and code-switching in STEMM

“…Institutions can effectively address environmental microaggressions by mandating training for all employees on unconscious bias, microaggressions, cultural humility, and cultural sensitivity ( Murray et al, 2022 ). Generally, DEI training is widely supported by employees ( Enders et al, 2021 ), with frameworks to adapt this training for a range of career fields ( Dali et al, 2021 ; Wang et al, 2023 ). Simply put, DEI training aims to facilitate positive intergroup interaction, and create expectations for inclusive behavior from everyone in the organization to create a positive learning and working environment.…”