The need for diversity science
Hodapp, T., & Brown, E. (2018). Making physics more inclusive. Nature, 557, 629-632.
Moss-Racusin, C.A., Van Der Toorn, J., Dovidio, J.F., Brescoll, V.L., Graham, M.H., & Handelsman, J. (2014). Scientific diversity interventions. Science, 343 (6171), 615-616.
n.a. (2018). Science benefits from diversity. Nature, 558(5).
Plaut, V.C. (2010). Diversity science: Why and how difference makes a difference. Psychological Inquiry, 21, 77-99.
Powell, K. (2018). The power of diversity. Nature, 558(7708), 19-22.
Valentine, H.A., & Collins, F.S. (2015). National Institutes of Health addresses the science of diversity. Proceedings of the National Academy of the Sciences, 112(40), 12240-12242.
Education
Cohen, G.L., Garcia, J., Purdie-Vaughns, V., Apfel, N., & Brzustoski, P. (2009). Recursive processes in self-affirmation: Intervening to close the minority achievement gap. Science, 324(5925), 400-403.
Hatfield, N., & Brown, N., & Topaz, C.M. (2022). Do introductory courses disproportionately drive minoritized students out of STEM pathways? PNAS Nexus, 1(4).
Walton, G.M., & Cohen, G.L. (2011). A brief social-belonging intervention improves academic and health outcomes of minority students. Science, 331(60623), 1447-1451.
Walton, G.M., et al. (2023). Where and with whom does a brief social-belonging intervention promote progress in college? Science 380, 499-505.
Employment
Bertrand, M., & Mullainathan, S. (2004). Are Emily and Greg more employable than Lakisha and Jamal? A field experiment on labor market discrimination. American Economic Review, 991-1013.
Moss-Racusin, C. A., Dovidio, J. F., Brescoll, V. L., Graham, M., & Handelsman, J. (2012). Science faculty’s subtle gender biases favor male students. Proceedings of the National Academy of the Sciences, 109(41), 16474-16479.
Diversity Training
Carter, E. R., Onyeador, I. N., & Lewis Jr, N. A. (2020). Developing & delivering effective anti-bias training: Challenges & recommendations. Behavioral Science & Policy, 6(1), 57-70.
Chang, E.D., Milkman, K.L., Gromet, D.M., Rebele, R.W., Massey, C., Duckworth, A.L., Grant, A.M. (2019). The mixed effects of online diversity training. Proceedings of the National Academy of the Sciences, 116(6), 7778-7783.
Devine, P. G., & Ash, T. L. (2022). Diversity training goals, limitations, and promise: a review of the multidisciplinary literature. Annual review of psychology, 73, 403.
Onyeador, I. N., Hudson, S. K. T., & Lewis Jr, N. A. (2021). Moving beyond implicit bias training: Policy insights for increasing organizational diversity. Policy Insights from the Behavioral and Brain Sciences, 8(1), 19-26.
Other Diversity Initiatives
Dobbin, F., & Kalev, A. (2016). Why diversity programs fail. Harvard Business Review, 52-60.
Campbell, L.G., Mehtani, S., Dozier, M.E., Rinehart, J. (2013). Gender-heterogeneous working groups produce higher quality science. PLoS One, 8(10).
Dover, T. L., Kaiser, C. R., & Major, B., (2019). Mixed signals: The unintended effects of diversity initiatives. Social Issues and Policy Review, 14(1), 1-30.
Hofstra, B., Kulkarni, V.V., Galvez, S.M-N., He, B., Jurafsky, D., & McFarland, D.A. (2020). The diversity-innovation paradox in science. Proceedings of the National Academy of the Sciences, 117(17), 9284-9291.