Evaluation of a Multipart Implicit Bias Educational Program Designed for a Non-Profit Organization

Devin Naidoo (), Andrea Echarri-Gonzalez, Sarah Levitt, Alexander Mass, Eric Smith, Daryle Lamonica and Julianne Hall ()
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Devin Naidoo: Frank H. Netter MD School of Medicine, Quinnipiac University, North Haven, CT 06473, USA
Andrea Echarri-Gonzalez: Frank H. Netter MD School of Medicine, Quinnipiac University, North Haven, CT 06473, USA
Sarah Levitt: Frank H. Netter MD School of Medicine, Quinnipiac University, North Haven, CT 06473, USA
Alexander Mass: Frank H. Netter MD School of Medicine, Quinnipiac University, North Haven, CT 06473, USA
Eric Smith: Frank H. Netter MD School of Medicine, Quinnipiac University, North Haven, CT 06473, USA
Daryle Lamonica: Frank H. Netter MD School of Medicine, Quinnipiac University, North Haven, CT 06473, USA
Julianne Hall: Frank H. Netter MD School of Medicine, Quinnipiac University, North Haven, CT 06473, USA

Businesses, 2023, vol. 3, issue 3, 1-17

Abstract: 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.

Keywords: DEI; implicit bias; bias; training; non-profit (search for similar items in EconPapers)
JEL-codes: A1 D0 D4 D6 D7 D8 D9 E0 E2 E3 E4 E5 E6 E7 F0 F2 F3 F4 F5 F6 G0 G1 G2 H0 J0 K2 L0 L1 L2 M0 M1 M2 M3 M4 M5 N0 N1 N2 O0 O1 P0 (search for similar items in EconPapers)
Date: 2023
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Persistent link: https://EconPapers.repec.org/RePEc:gam:jbusin:v:3:y:2023:i:3:p:31-523:d:1243849

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