Organizations invest nearly $8 billion annually in diversity training, but questions have
arisen about whether training actually reduces biased attitudes, changes behavior, and …

Many organizations are working to address diversity, equity, and inclusion. Organizations
frequently use implicit bias to explain disparities and marshal implicit bias training as a …

This Handbook provides a uniquely comprehensive and scholarly overview of the latest
research on prejudice, stereoty**, and discrimination. All chapters are written by eminent …

Abstract To address anti-Black Racism, systemic change across many domains in American
life will be necessary. There are many barriers to change, however, and progress requires …

Addressing core questions about prejudice and stereoty**--their causes, consequences,
and how to reduce them--this noted text is now in a thoroughly revised third edition with 50 …

Recent reviews of efforts to reduce prejudice and increase diversity, equity, and inclusion
(DEI) in the workplace have converged on the conclusion that prejudice is resistant to …

People differ in their openness to different types of information and some information may
evoke greater avoidance than does other information. We developed an 8-item measure of …

Providing people with feedback about their intergroup biases is a central part of many
diversity training and other bias‐education efforts. Although this practice may increase self …

The last decade has seen a rush to address the causes and consequences of bias in
applied contexts across the world. When and why might these initiatives promote attitudes …

A robust body of literature on the better‐than‐average effect suggests that people believe
that they are better than the average others across a variety of domains. In two studies, we …