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Club, T&C's and Exclusion Supply. Diversity training in the workplace is generally aimed at fostering

cohesion, mutual respect, and understanding among people of various backgrounds.

The thinking is that diversity training can stop some problematic behaviors, which can

sometimes lead to a hostile workplace and issue not just for employees, but employers as well.

Diversity training is also thought to improve morale, help workers feel more committed to their jobs,

help companies recruit and retain a diverse workforce, and even increase productivity and creativity.

But does it do these things? Does requiring employees, contractors, and vendors to adhere to

a set of diversity and inclusion principles,

change people's inherent biases, assuming they have them,

and stop unwanted behaviors.

Or can it trigger resentment or other negative outcomes?

Welcome to Speaking of Psychology,

the flagship podcast of the American Psychological Association that examines the links between

psychological science and everyday life. I'm Kim Mills. Our guest today is Dr. Calvin

Lye, an assistant professor of psychology at Washington University in St. Louis. His research

is focused on implicit biases, those automatic or unconscious thoughts that many of us hold.

In particular, he studies how these biases can change and whether interventions can reduce their impact on our behavior.

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