A systematic review of diversity, equity, and inclusion and antiracism training studies: Findings and future directions

A growing number of organizations are prioritizing diversity, equity, and inclusion (DEI) and antiracism in the workplace, including investing resources in DEI or antiracism training. However, such trainings vary widely in curriculum, objectives, delivery, and evaluation, with little known about the efficacy of existing trainings. The aim of this systematic review is to evaluate training characteristics, measures, and results of peer-reviewed studies (published between 2000 and 2022) testing DEI or antiracism trainings. Studies were identified using Google Scholar, JSTOR, and a university library database. Key search terms included “diversity, equity, and inclusion training”; “antiracism training”; and “effect,” “impact,” “outcome,” or “evaluation.” The search yielded N = 15 DEI training studies and N = 8 antiracism training studies. The majority of studies (75% of antiracism training; 66.6% of DEI training) utilized a one-time training session. Content, objectives, measures, and impact varied widely across studies. Randomized designs were uncommon (13%), and over 70% of studies had majority female participants. Findings highlight several strategies to advance the field of DEI and antiracism training, such as shifting curriculum from targeting individual knowledge to supporting behavioral and organizational change, providing longitudinal training, standardizing outcomes of interest, and implementing rigorous evaluation methods.Despite the increased number of organizations dedicating resources to diversity, equity, and inclusion training and/or antiracism training, little is known about which strategies yield successful results. This systematic review synthesizes research findings on diversity, equity, and inclusion and antiracism training studies over the past two decades and presents research and practice-based recommendations for how to move the field forward.