@misc{SteuerDankertBergPostweilerLeichtScholten2023,
  author    = {Steuer-Dankert, Linda and Berg-Postweiler, Julia and Leicht-Scholten, Carmen},
  title     = {One does not fit all: applying anti-bias trainings in academia},
  series = {Twenty-third international conference on diversity in organizations, communities \& nations June 22 - 23, 2023 Toronto Metropolitan University, Rogers Communication Centre Toronto, Canada},
  journal   = {Twenty-third international conference on diversity in organizations, communities \& nations June 22 - 23, 2023 Toronto Metropolitan University, Rogers Communication Centre Toronto, Canada},
  year      = {2023},
  abstract  = {Anti-bias trainings are increasingly demanded and practiced in academia and industry to increase employees' sensitivity to discrimination, racism, and diversity. Under the heading of "Diversity Management", anti-bias trainings are mainly offered as one-off workshops intending to raise awareness of unconscious biases, create a diversity-affirming corporate culture, awake awareness of the potential of diversity, and ultimately enable the reflection of diversity in development processes. However, coming from childhood education, research and scientific articles on the sustainable effectiveness of anti-bias in adulthood, especially in academia, are very scarce. In order to fill this research gap, the paper explores how sustainable the effects of individual anti-bias trainings on the behavior of participants are. In order to investigate this, participant observation in a qualitative pre-post setting was conducted, analyzing anti-bias trainings in an academic context. Two observers actively participated in the training sessions and documented the activities and reflection processes of the participants. Overall, the results question the effectiveness of single anti-bias trainings and show that a target-group adaptive approach is mandatory due to the background of the approach in early childhood education. Therefore, it can be concluded that anti-bias work needs to be adapted to the target group's needs and reality of life. Furthermore, the study reveals that single anti-bias trainings must be embedded in a holistic diversity management approach to stimulate sustainable reflection processes among the target group. This paper is one of the first to scientifically evaluate anti-bias training effectiveness, especially in engineering sciences and the university context.},
  language  = {en}
}
@article{BergPostweilerSteuerDankertLeichtScholten2023,
  author    = {Berg-Postweiler, Julia and Steuer-Dankert, Linda and Leicht-Scholten, Carmen},
  title     = {One size does not fit all: Applying antibias trainings in academia},
  series = {The International Journal of Organizational Diversity},
  volume    = {24},
  journal   = {The International Journal of Organizational Diversity},
  number    = {1},
  publisher = {Common Ground Research Networks},
  issn      = {2328-6261 (Print)},
  doi       = {10.18848/2328-6261/CGP/v24i01/1-23},
  pages     = {1 -- 23},
  year      = {2023},
  abstract  = {Antibias training is increasingly demanded and practiced in academia and industry to increase employees' sensitivity to discrimination, racism, and diversity. Under the heading of "Diversity Management," antibias trainings are mainly offered as one-off workshops intending to raise awareness of unconscious biases, create a diversity-affirming corporate culture, promote awareness of the potential of diversity, and ultimately enable the reflection of diversity in development processes. However, coming from childhood education, research and scientific articles on the sustainable effectiveness of antibias in adulthood, especially in academia, are very scarce. In order to fill this research gap, the article aims to explore how sustainable the effects of individual antibias trainings on participants' behavior are. In order to investigate this, participant observation in a qualitative pre-post setting was conducted, analyzing antibias training in an academic context. Two observers actively participated in the training sessions and documented the activities and reflection processes of the participants. Overall, the results question the effectiveness of single antibias trainings and show that a target-group adaptive approach is mandatory owing to the background of the approach in early childhood education. Therefore, antibias work needs to be adapted to the target group's needs and realities of life. Furthermore, the study reveals that single antibias trainings must be embedded in a holistic diversity management approach to stimulate sustainable reflection processes among the target group. This article is one of the first to scientifically evaluate antibias training effectiveness, especially in engineering sciences and the university context.},
  language  = {en}
}