Click to edit Master title style Central Florida Diversity Learning Series 2016 Evaluation Summary of Session 4 on July 26, 2016 Exposing and Addressing the Implications of Race in the Workplace: Understanding the Societal Implications of Race on our Organizations Presenter: Michael Baran, PhD CFDLS © 2016

Click to edit Master title style EVALUATION DETAILS Click to edit Master title style A total of 38 evaluations were turned in, 22 of which were filled out by managers and 16 of which were filled out by individual contributors or employees. A total of 42 people attended the session. The first 3 questions asked participants to rate their knowledge before and after the session, on a scale from 1–5. Questions 4–6 were open-ended with room to write in responses. CFDLS © 2016

Click to edit Master title style I understand how and why humans categorize and how to map out that categorization to understand the impact on unconscious bias. Click to edit Master title style Managers’ total improvement: 21.33% IC’s total improvement: 36.17% Based on 22 manager responses and 16 individual responses. CFDLS © 2016

Click to edit Master title style I know and recognize the demographic changes that are impacting racial categorization in the U.S. Click to edit Master title style Managers’ total improvement: 27.03% IC’s total improvement: 30.77% Based on 22 manager responses and 16 individual responses. CFDLS © 2016

Click to edit Master title style I know and can access the tools and strategies to have production conversations about race. Click to edit Master title style Managers’ total improvement: 16.88% IC’s total improvement: 32.66% Based on 22 manager responses and 16 individual responses. CFDLS © 2016

Average Rating per Question (Managers and Individuals Combined) Click to edit Master title style CFDLS © 2016

Click to edit Master title style Total Percentage Improvement per Question (Managers and Individuals Combined) Click to edit Master title style CFDLS © 2016

Click to edit Master title style OPEN-ENDED ANSWERS What was your most significant learning today? Managers: • Difficult and impossibility of using race to categorize. • How children learn about race. • Recognizing how we categorize or make assumptions. • Common strategies to consider. • Understanding the different bias and see how it’s having an impact on my team. • That just talking about it is not enough with children. • Inconsistency by us within even the research. • Childhood roots of unconscious bias. • The ways in implicit bias affects entire workplace and how the world is emerging in the terms of the overlap. Click to edit Master title style CFDLS © 2016

Click to edit Master title style OPEN-ENDED ANSWERS What was your most significant learning today? Managers: • Race is a difficult topic to talk about since it means so many different things to different people. • The science and study related to support materials. • Understanding the perspective of race from a new angle. • The significance of early childhood development and implicit bias. • The pre-work game very cool. • How civilian organizations organize an attack D and I matters with your own organizations. • Tools to dress implicit bias. • Hard to pick just one. • This is hard work. • All of it! Click to edit Master title style CFDLS © 2016

Click to edit Master title style OPEN-ENDED ANSWERS What was your most significant learning today? Individual Contributors: • I understand how and why humans categorize; and how to map out that categorization to understand the impact on unconscious bias. • How to access/utilize resources/activities for a more inclusive workplace environment. • Real world application of concepts/discussion of current events. • Learning ways to bring this info back to my team in practical ways. • Micro-aggression’s impact on children. • That I’m not having deep conversation around this with my children. • The breathe and scope of bias and its impact. • Understanding that race means many things to people depending on certain situations. • I learned more about the cognitive aspects of implicit bias. Click to edit Master title style CFDLS © 2016

Click to edit Master title style OPEN-ENDED ANSWERS How will you use one or more of the tools presented/practiced today? Managers: • Increase opportunities for conversation. • Tools given to deal with implicit bias. • Step up and analyze the situation. Ask questions and or speak up when required. • Implement low risk/stakes methods of resolution. • Be aware of the bias and bring them to the surface, not shy away. • Identify when micro-aggression is taking place within my team and push my team to have a dialogue to understand why it is happening. • Strategies with my team to delve deeper into the approach. • Will share the game. • Awareness of stepping in and saying something when someone uses a micro-aggression. Click to edit Master title style CFDLS © 2016

Click to edit Master title style OPEN-ENDED ANSWERS How will you use one or more of the tools presented/practiced today? Managers: • The “don’t guess my race” presentation was great. • Be more aware. • Communication. Feeling more comfortable acknowledging and open up the dialogue around implicit bias. • Discuss with DEOMI colleagues. Research and tools. • I will make a point to learn more about individuals instead of relying on assumptions and stereotypes. • Helping to create more light bulb opportunities. • Develop response teams. Click to edit Master title style CFDLS © 2016

Click to edit Master title style OPEN-ENDED ANSWERS How will you use one or more of the tools presented/practiced today? Individual Contributors: • Recognize the demographic changes that are impacting racial categorization in the U.S. • Be open to dialogue be more aware of existing by us. • Will share the website with my team; give highlights of the discussion. • Strategies/tools in the workplace incorporating cultural experiences. • Think about how to facilitate conversations with the leaders I support. • I want to open a discussion at work and look at strategies we are using to delve deeper into the topic • Consult with leaders. • Will use the “don’t guess my race” exercise. • Be more aware of my implicit bias. Click to edit Master title style CFDLS © 2016

Click to edit Master title style OPEN-ENDED ANSWERS Other comments: (usefulness of handouts, quality of the facilitator, food, facilities, access, insights): Managers: • Very productive provocative perspective on what is seen as core element identity. • Only reinforces the challenge, but at least helps to understand it more. • Fantastic lecture. • Dr. Baron is excellent in his field and was able to share information thoroughly. • Due to the limited time only got to do part of the pre-work. • Easy access to facility, appreciate the food and quality of conversation and learning. • Completed the pre-work. Click to edit Master title style CFDLS © 2016

Click to edit Master title style OPEN-ENDED ANSWERS Other comments: (usefulness of handouts, quality of the facilitator, food, facilities, access, insights): Managers: • A lot of topics were covered and I felt like it could have been better focused on fewer things to allow further dialogue. • My first session. Very impactful and thought provoking. • Excellent as always glad to be back. • Outstanding presentation. • Superb as always. Thank you! • I didn’t work on the suggested pre-work due to the Air Force firewalls. • It was very informative and thought-provoking. • Love the slides, love the race game. Click to edit Master title style CFDLS © 2016

Click to edit Master title style OPEN-ENDED ANSWERS Other comments: (usefulness of handouts, quality of the facilitator, food, facilities, access, insights): Individual Contributors: • Facility excellent. • Combination of facilitator and group dialogue was very comfortable. • Would have liked more discussions. • Very insightful and enlightening. • Minimal signs directing where is that was difficult to find session of class. • Great facilitator difficult subject matter handled very professionally. • The handout was very helpful. • I didn’t see the pre-work. • Provide more tools – videos/article/resources. • The pre-work was very impactful. • Stretch breaks every 45 to 60 minutes. Sitting for more periods of time is hard. Click to edit Master title style CFDLS © 2016