为非营利组织设计的多部分隐性偏见教育计划的评估

Devin Naidoo, Andrea Echarri-Gonzalez, Sarah Levitt, Alexander Mass, Eric Smith, Daryle Lamonica, Julianne Hall
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摘要

儿童参加体育运动的机会受到各种差异的影响,如性别、种族和社会经济地位。为了提供一个包容的社区,促进招募和留住不同的年轻人,体育组织应该意识到隐性偏见,以及这会如何影响志愿者和他们所服务的孩子之间的关系。本文介绍了一个非营利性体育组织的多样性、公平性和包容性(DEI)训练计划的形成过程评估。培训是在小组环境中进行的,有很多小组讨论的机会。采用混合方法监测(1)培训实施情况,(2)整个培训过程中对态度的影响,以及(3)培训后一个月的影响。研究结果表明,该计划提高了参与者识别DEI倡议和对组织归属感的能力,但这些效果在培训后的第一个月结束时已经下降。然而,参与者对DEI的自我信念和参与DEI活动的总体意愿在训练后一个月仍然增强。定性数据有助于深入了解培训如何影响参与者以及他们在组织内外的互动。通过这种混合方法的方法,我们可以得出结论,DEI培训确实对组织有积极的影响,但进一步的评估和培训可能是必要的,以解决培训后一个月看到的一些效果的下降。
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Evaluation of a Multipart Implicit Bias Educational Program Designed for a Non-Profit Organization
Children’s access and opportunities to play sports are influenced by categories of difference, such as gender, race, and socioeconomic status. In order to provide an inclusive community and facilitate the recruitment and retention of diverse youth, athletic organizations should be aware of implicit bias and how this can affect the relationship between volunteers and the children they serve. This paper presents a formative process evaluation of a diversity, equity, and inclusion (DEI) training program for a non-profit athletic organization. Training was implemented in person in a group setting with multiple opportunities for group discussion. Mixed methods were used to monitor (1) the implementation of training, (2) its effects on attitudes throughout training, and (3) impact one month after training. Findings demonstrate that the program increased participants’ ability to identify DEI initiatives and sense of belonging to the organization, but these effects had declined by the end of the first month after training. However, participants’ self-beliefs regarding DEI and overall willingness to engage in DEI activities remained enhanced one month after training. Qualitative data were helpful in providing insight into how training impacted participants and their interactions within and outside of the organization. Through this mixed methods approach, we can conclude that DEI training did in fact have a positive impact on the organization, but further evaluation and training may be necessary to address the decline in some effects seen one month after training.
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