Many institutions of higher education are investing in" implicit bias training" as a mechanism to improve diversity and inclusion on their campuses. In this study, we describe an effort to implement this training in the form of a three-hour workshop delivered to faculty members in the College of Engineering at the University of Wisconsin-Madison. Evaluation form data collected immediately postworkshop and in-person interviews and survey data collected 6-12 months postworkshop were used to measure the effectiveness of the intervention. These data show that faculty awareness of implicit bias in their workplace environments increased significantly, although individual motivation and self-efficacy to act without bias, and self-reported bias-reduction actions, did not increase. At the same time, we found evidence of improved department climates and bias-reduction actions at the department level, which increase our confidence that the workshops were having a positive impact. Importantly, women and faculty of color in the college did not report increases in negative behavior after the workshop and reported that their departments were engaging in explicit discussions of potential biases in departmental processes more often. These findings support the continued implementation of the Breaking the Bias Habit workshops along with measurement of their success.