Hispanics are the largest minority group in the United States, comprising over 15% of the total population (Pew Hispanic Center, 2007). Perhaps not surprisingly, along with their growing numbers come frequent experiences with ethnic harassment in the workplace. Specifically, Hispanic employees are often the targets of derogatory comments and jokes about their ethnicity, and the more they experience such verbal harassment, the lower their life satisfaction, even after controlling for dispositional negative affect (Schneider, Hitlan, & Radhakrishnan, 2000). Given today's unstable economy, such intergroup conflict is likely to escalate (see LeVine & Campbell, 1972), underscoring the need for employers to implement effective diversity training and education strategies. Unfortunately, research on diversity education programs suggests that they are often atheoretical (Paluck, 2006) and have mixed (i.e., positive, negative, and neutral) effects (see Bell & Kravitz, 2008). These findings suggest that diversity educators may want to consider new techniques to complement traditional diversity education programs.