Agent-based models can be a useful tool to simulate (and thus understand) dynamics that might emerge in the real world. In that vein, Hong & Page (2004) modeled how diverse teams outperform homogeneous teams. Here, I replicate their model with open code and show that recent criticisms - while valid - leave the overall claim intact.
Beyond moral considerations, organisations often hope that increases in diversity can deliver greater team performance. This commentary argues that selection and assessment needs to change fundamentally to realise the potential benefits of diversity. The idea of hiring for culture-add rather than culture-fit can guide this transformation.
Discrimination is widespread and often goes unchallenged because bystanders do not recognize the need to intervene or do not know how to intervene. This field experiment with adolescents (N = 639) tested a group discussion designed to increase perceived importance and self-efficacy around challenging general discrimination. The intervention, which involved perspective-taking and action-planning, was tested with delayed measures against active control conditions, namely sessions on self-disclosure and civic engagement. It led to greater self-efficacy, particularly among White participants.
Secondary education in Germany is strongly divided into distinct tracks that either aim for university entry or for vocational training. Allocation to these tracks predicts a wide range of life outcomes. In this paper, we combine survey and interview results to explore why voting intentions are strongly shaped by attendance of either educational track.
This article reports two studies that suggest that intergroup contact is associated with a greater valuing of diversity, and then in turn with positive intergroup attitudes and intentions.
Surveys often ask respondents to report their attitudes towards "foreigners." In this paper, we explore who German respondents typically think of and why this matters for the interpretation of survey results.