One source of strong evidence shows that diversity, equity, and inclusion (DEI) training can have significant short-term impacts on knowledge, attitudes, and awareness.
Seventeen of the 23 included studies reported statistically significant results on at least one of their measured outcomes, with knowledge, attitudes, or awareness being the most commonly reported. However, only six studies reported on longitudinal impacts (longer than one month), with three showing continued positive effects.
Three suggestive studies indicate that training for staff members may increase DEI awareness, but evidence of behavior change is lacking.
The three studies consistently reported high levels of satisfaction for their programs, as well as positive outcomes on knowledge and awareness of DEI concepts. Most of these outcomes were measured in the short term.
Behavior change was only measured through self-report, generally consisting of thoughts on being able to apply skills and knowledge from training. There is a gap in empirical evidence on whether staff training impacts observed behavior.
Two suggestive studies indicate that internship programs designed for minority groups can strengthen interest in an industry, but more robust institutional support is needed.
The majority of the internship participants reported being satisfied with their program and indicated a continued interest in pursuing a career within that field.
Institutional guidelines may prevent internship programs from reaching target demographics, or place undue pressure on minority/underrepresented groups to make the program work.
