An exploration of the use of virtual reality technology in the context of diversity and inclusion training. This manuscript describes two studies: Study 1 was longitudinal and investigated the impacts of a VR-based bias training. Cognitive and affective empathy levels and impact on behavior, attitude, and knowledge before and after the training were measured to test the hypotheses that (H1) cognitive empathy levels would increase and (H2) individuals with higher initial levels of empathy would demonstrate more pronounced changes in cognitive empathy following the training. H1 was supported but larger changes were found in affective empathy levels. H2 was also supported as individuals with higher initial empathy levels showed higher levels of cognitive empathy after the training compared to individuals with lower initial empathy levels. However, again, larger differences were found in affective empathy levels. Qualitative data revealed a lasting impact nine weeks after the training that was not present in the quantitative data. Study 2 surveyed healthcare professionals who previously participated in a VR-based DEI training that focused on social determinants of health and empathy in healthcare professionals. The purpose of this study was to gain insight into the longitudinal impacts of a VR-based DEI training by gathering qualitative data from the participants at least a year after they went through the training. The respondents reported a lasting influence from the training. Reasons for the discrepancy between the qualitative and quantitative results are discussed as are implications for organizations and future DEI training development and research.
Cincinnati Romance Review: Volume 35 (2013): Special Issue: Kristeva in Process: The Fertility of Thought – La pensée féconde – Die Fruchtbarkeit des Denkens
