  Researchers working in applied ethics may be less concerned with questions about in-principle culpability and more concerned with investigating how to change or control our implicit biases. Of course, anyone committed to fighting against prejudice and discrimination will likely share this interest. Policymakers and workplace managers may also be concerned with finding effective interventions, given that they are already directing tremendous public and private resources toward anti-discrimination programs in workplaces, universities, and other domains affected by intergroup conflict. Yet as Paluck and Green (2009) suggest, the effectiveness of many of the strategies commonly used remains unclear. Most studies on prejudice reduction are non-experimental (lacking random assignment), are performed without control groups, focus on self-report surveys, and gather primarily qualitative (rather than quantitative) data.