Diversity programs are evaluated mainly on attitudes, not on behavior or institutional change

Evidence

In the University of Michigan program, first-year students from groups with a history of conflict (e.g., Whites and African Americans) meet for a semester. Evaluation data indicate that this program has a number of positive effects on intergroup relations (e.g., changing intergroup attitudes and creating a better understanding of discrimination and its causes) (Gurin, Nagda, & Lopez, 2004; Gurin, Peng, Lopez, & Nagda, 1999; Lopez, Gurin, & Nagda, 1998; Nagda & Zuniga, 2003). One of these studies found predominantly positive effects three years after the completion of a one semester program, suggesting that such programs can have lasting effects (Gurin et al., 1999). — John F. Dovidio, Peter Glick, Laurie A. Rudman, On the Nature of Prejudice, 2651 (#complicates, via linked claim)

Categorization

• XREF: connects to: Most diversity training programs do not lead to long-term improvements in participants’ bias, attitudes, behavior, or workforce diversity. — The Impact of Diversity Training Programs in the Workplace and Business; Diversity dialogue programs produce attitude changes lasting three years — John F. Dovidio, Peter Glick, Laurie A. Rudman, On the Nature of Prejudice: Fifty Years…, 2651; Diversity training gains emerge over time, so immediate evaluation underestimates its effects (+4 more)

Broader Connections

• Diversity dialogue programs produce attitude changes lasting three years #complicates (0.82) — John F. Dovidio, Peter Glick, Laurie A. Rudman, On the Nature of Prejudice, 2651
• Diversity training gains emerge over time, so immediate evaluation underestimates its effects #complicates (0.80)