Diversity, equity, and inclusion (DEI) training is a multi-billion dollar industry in America, yet despite this significant investment, little measurable progress has been made.

My approach to diversity, equity, and inclusion work is informed by my scientific training in Social Psychology and is behavior-based and problem-based.

Behavior-based  because prejudice is ultimately communicated through behavior. Only by targeting how people behave can we meaningfully improve intergroup relations.

Problem-based  because the solutions we generate should match features of the context we're working in. Generic trainings are unlikely to meaningfully improve climate.

Rather than giving out-of-the-box trainings, my approach involves the following steps:

  1. Conducting background research to learn more about the climate of the context I'm working in, using a combination of quantitative and qualitative data.

  2. Identifying the behaviors to change and individuals to target based on this background research.

  3. Selecting psychological theories to leverage to bring about behavioral changes.

  4. Crafting an initiative that synthesizes relevant background information and theoretical insights.

  5. Implementing this initiative in ways that maximize its potential effects.

  6. Evaluating the effects of the initiative on intergroup behavior and attitudes, well-being of individuals from marginalized backgrounds, and other relevant outcomes.