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Starbucks’s failure to reflect this evidence in its approach prompted a tweetstorm from Nosek:If Starbucks truly wanted to address its racial bias problem, there are a few approaches it could have taken. )It’s more effective to engage managers in solving the problem, increase their on-the-job contact with female and minority workers, and promote social accountability — the desire to look fair-minded.

All content of the Dow Jones branded indices © S&P Dow Jones Indices LLC 2019 and/or its affiliates. A program focused on minority recruitment increases the proportion of black male managers by 8% and black female managers by 9%.It is not impossible that implicit bias training by Starbucks would reduce unwanted bias behavior, but the available evidence does not provide reason to be sanguine about that. You can also choose to be emailed when someone replies to your comment.Enter your email to follow new comments on this article.Are you sure you want to mark this comment as inappropriate?Are you sure you want to submit this vote?Employees were encouraged to reflect privately by writing in notebooks and were also asked to think about biases.The existing Open Comments threads will continue to exist for those who do not subscribe to Independent Premium. This was a foundational step in renewing Starbucks as a place where ALL people feel welcome.

But bias is insidious and Johnson and other company leaders began to wrestle with the fact that it could be part of who Starbucks was as a company – what we all are as a country.

It may have been when you were a child. That’s why interventions such as targeted college recruitment, mentoring programs, self-managed teams, and task forces have boosted diversity in businesses.Get our newsletter in your inbox twice a week.So instead of dedicating half a day to training, Starbucks could make the staff in its 8,000-plus stores more racially integrated and ensure there are minorities in leadership positions. Starbucks has an incredible opportunity to try these approaches, or at least study the effects of its intervention — something social scientists have been asking of the company on Twitter.Five years after a company implements a college recruitment program targeting female employees, the share of white women, black women, Hispanic women, and Asian-American women in its management rises by about 10%, on average. The higher-up Starbucks management has apologized, made reference to skin color affecting perceptions, and planned an anti-bias training for … It allows our most engaged readers to debate the big issues, share their own experiences, discuss real-world solutions, and more. Start your Independent Premium subscription today.“We can hold biases about race and age and religion.

Here’s Dobbin again:So learning from the research evidence and trying programs that seem to work, instead of just doing the same old diversity training, is a good step. Due to the sheer scale of this comment community, we are not able to give each post the same level of attention, but we have preserved this area in the interests of open debate. About 8,000 company-owned stores and offices were closed to customers for the afternoon.Ifill and McGhee plan to issue a report in the next few weeks outlining a comprehensive set of issues they believe the company must address. A one-day training session is good, but not enough to reinforce behavior change.