CFDLS © 2013

Central Florida Diversity

Learning Series 2013

Evaluation Summary ofSession 5 on September 24th

Leveraging ERG’s and Diversity Councils as Cultural Competence

Resources

Presenter: Jennifer Brown

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EVALUATION DETAILS

A total of 19 evaluations were turned in, 6 of which were filled out by managers and 13 of which were filled out by individual contributors or employees. A total of 24 people attended the session.

The first 4 questions asked participants to rate their knowledge before and after the session, on a scale from 1-5.

Questions 5-8 were open-ended with room to write in responses.

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1. I am culturally competent in all aspects of ERGs/DRGs and Diversity Councils.

Based on 6 manager responses and 13 individual responses.

Managers’ total improvement: 21% IC’s total improvement: 19%

1 2 3 4 50

0.51

1.52

2.53

3.5

Managers

Pre

Post

1 2 3 4 50

2

4

6

8

Individual Contrib-utors

Pre

Post

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2. I understand how to leverage ERGs/DRGs and Diversity Councils for success.

Based on 6 manager responses and 13 individual responses.

Managers’ total improvement: 21% IC’s total improvement: 25%

1 2 3 4 50

0.51

1.52

2.53

3.5

Managers

Pre

Post

1 2 3 4 50

2

4

6

8

10

Individual Contrib-utors

Pre

Post

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Based on 6 manager responses and 13 individual responses.

Managers’ total improvement: 10% IC’s total improvement: 32%

3. I know which models to use to create, maintain and sustain ERGs/DRGs and Diversity Councils.

1 2 3 4 50

1

2

3

4

5

Managers

Pre

Post

1 2 3 4 50

2

4

6

Individual Contrib-utors

Pre

Post

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Based on 6 manager responses and 13 individual responses.

Managers’ total improvement: 16% IC’s total improvement: 55%

4. I can use the right tools to measure the impact of these groups.

1 2 3 4 50

0.51

1.52

2.53

3.5

Managers

Pre

Post

1 2 3 4 50123456

Individual Contrib-utors

Pre

Post

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Average Rating per Question(Managers and Individuals

Combined)

Question 1 Question 2 Question 3 Question 40%

5%

10%

15%

20%

25%

30%

35%

40%

45%

20% 19%

25%

40%

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Total Percentage Improvement per Question

(Managers and Individuals Combined)

Question 1 Question 2 Question 3 Question 40.0

1.0

2.0

3.0

4.0

5.0

3.2 3.33.0

2.7

3.8 3.9 3.7 3.8

Managers and Individuals Combined

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OPEN-ENDED ANSWERS5. What was your most significant

learning today?

Managers:

• Diversity vernacular• Value of ERGs, buy-in top-down/bottom-up• The role that ERGs can play in influencing legislation/government• Stories• All of it!

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OPEN-ENDED ANSWERS5. What was your most significant

learning today?

Individual Contributors:

• Learned how broad the ERGs are. They take a lot of time. Find people who are passionate about ERGs

• Value propositions, ERGs are problem-solvers, high impact groups• Value alignment; the business case for ERGs; and appealing to

sponsors• Business case development

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OPEN-ENDED ANSWERS5. What was your most significant

learning today?

Individual Contributors:

• Building the business case• Direction for ally work• The value ERGs can have on an organization• Workplace intelligence, best practices• DRG collaboration• Better understanding of how to leverage ERGs

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OPEN-ENDED ANSWERS6. How will you use one or more of the tools

presented/ practiced today?

Managers:

• Assessments• Training development• Take back to the rest of the D&I team, ERGs, and leadership

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OPEN-ENDED ANSWERS6. How will you use one or more of the tools

presented/ practiced today?

Individual Contributors:

• I will use the progression model to help show where we can take our program

• Discuss with ERG leadership• We will further examine the readiness of the organization for full ERG

development and deployment• Progression model to lay foundation for action planning• Take this information back and share with ERGs

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OPEN-ENDED ANSWERS6. How will you use one or more of the tools

presented/ practiced today?

Individual Contributors:

• Launching ally program• “Progression” model to measure activity• Share tools with HR community• To support further DRG formation• I’m going to look at groups we do have in a different light• Working together ERGs/DRGs enhance their opportunities

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OPEN-ENDED ANSWERS7. How might you integrate what you learned about ERGs/DRGs

and DCs into your organization?

Managers:

• Influencing stakeholders• Background info to help start conversation

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OPEN-ENDED ANSWERS7. How might you integrate what you learned about ERGs/DRGs

and DCs into your organization?

Individual Contributors:

• I will use it to start more ERGs• Educate myself to communicate business impacts• Educate peers and clients• Focus groups/conversations

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OPEN-ENDED ANSWERS8. Other comments: (usefulness of handouts,

quality of the presenters, facilitators, food, facilities, access, insights):

Managers:

• Excellent!• Overall: very informative, I enjoyed group engagement and interaction.• Thank you!

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OPEN-ENDED ANSWERS8. Other comments: (usefulness of handouts,

quality of the presenters, facilitators, food, facilities, access, insights):

Individual Contributors:

• Wonderful topic, beneficial session, would love to attend an entire day/longer sessions.

• There was a lot of information to digest. I will need to review and discuss with my colleagues how best to move ahead. Facilities and food were great! Thank you!

• Great information in the book, Jennifer did a great job.

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OPEN-ENDED ANSWERS8. Other comments: (usefulness of handouts,

quality of the presenters, facilitators, food, facilities, access, insights):

Individual Contributors:

• Fantastic job Jennifer!• We did not get to talk much about Diversity Councils.• Handouts were good, facilities were cold.• Like the progression model. Was familiar with it but it’s good to be

refreshed and learn how other organizations are doing and thriving with it.

• Good handouts and info to take back