Proposed D&I Training Rollout Plan Oct 23, 2008 It is not our purpose to become each other; it is to recognize each other, to learn to see each other, and honor one another for who they are. – Herman Hesse

2 Acknowledgements Peter Finn Betty Shanahan KMA Althea Gill

Hi-Level Goals of Training Continue to emphasize the importance of diversity and inclusion as a core value of our organization. Promote a culture that appreciates diverse perspectives. Promote a culture that is inclusive. Teach and advise our membership on how to develop skills that promote diversity and inclusion within SWE and within their organization. 3

Value of Diversity and Inclusion Sharing of experience from June session How did it affect YOU?

5 Original Plan from 9/ Years / $500,000 Year 1 -2 Start Phase 1 Training Face to Face Sessions BOD and National Leaders – 2 x 2.5 day sessions (1 completed) Regions – 5 x 1 day sessions Year 3 Complete Phase 1 Training Complete Region Face to Face Sessions – 5 x 1 day sessions Year 4 Develop Ongoing SWE Content Content Development and “ Train the Trainer ” Year 5 Rollout Ongoing SWE Content to Sections and Members Trainers hold face to face sessions Utilize Web Based Training Utilize Chat Rooms, Women-ars, etc

6 D&I Training Year 1 Plan Year One: July July 2008 June 2008: 2 ½ day program for board, Regional Governors, Committee Chairs, NSBE, SHPE, AISES, and Asian/Chinese organization Modules will include Anglo Mainstream, White Ethnics, African American, Hispanic, Asian, Native Am Indian, & Gender, plus social mapping on Saturday 2008: Pilot a one-day session for Regions (Region H Conference) 4 hour cultural program, plus intent-impact, plus SWE specific exercises (mentoring, succession planning, career development) (depending on diversity, may be able to do the 4-hour plus "social mapping" which is breaking up into cultural groups and evaluating what the region can do for them and reporting back) Begin to develop affinity groups

7 Updated Plan / Costs Summary Keep face to face sessions for Phase 1 training Complete National and Regional Leadership Training Capture Section Leadership in Region Training Adopt Web Based training (vs train the trainer) Roll member training into PD offerings D&I is a core objective for PD offerings

8 Updated Plan / Costs Year 2 (FY09) Complete BOD and National Leadership Training $70k total cost requires $30k additional allocation Pilot 1 Day Region Training ($20k not in budget) Year 3 (FY10) 5 Regional Training Sessions ($20k x 5 = $100k) Year 4 (FY11) 4 Regional Training Sessions ($20k x 4 = $80k) 1 Day BOD training ($15k) Content Development for web based training and blended curricula ($15,000) Year 5 (FY12) Develop and roll out 4 web based training modules ($50,000) Ongoing annual BOD training $15k per session, 2008 dollars

9 Backup More details

10 D&I Training – Years 2 – 5 Year Two: July June 2009 Second 2 ½ day program Five 1-day programs for the regions Year Three: July June 2010 Five (or 4?) 1-day programs for the regions Year Four: July 2010-June 2011 Develop curriculum for Web Based Training Year Five: July 2011-June 2012 Rollout Now that a critical mass of people are trained, begin WBT (web based training), “Women-ars”, and chat rooms

Value of Diversity and Inclusion Comments from 2008 Workshop Participants: “I think this was the best training I have ever attended - life changing in that it made me much more respectful of differences in people and much less judgmental. I do think this is something I can easily apply to SWE, work, and even my social life. “ “Overall, I thought that the training was excellent -- very informational, insightful, thought-provoking, and good dialogue. “ 11

Summary training of survey results Lessons learned: Schedule too long – 9 am – 10 pm one day. Most recommend adding a day. Improve Asian American, Latino and GLBT modules Asian American – too focused on Chinese, too much time used, shortening other modules. Latino – not enough group members, improve speaker, ensure enough time for the section GLBT – not enough group members, improve speaker/background info, ensure enough time for the section Make sure White Women are given enough time (impression was the group got short changed on time) Have a plan or follow up. (A group of us gathered to figure out how to carry the discussion forward, but should have been done for the meeting.) Send out a follow up survey (Are attendees using the content.) Invited guests from other societies was a great addition to the session. Favorable impression of SWE extending far beyond that one session. Try to invite more outsiders. QuestionAvg (1 Best, 5 Worst) Comments Rate content/ information presented Overall: 2.0 Group 1: 1.6 Group 2: 2.44 Group 1 = White Males, African Americans, Asian Americans Group 2 = Latino, White Women and GLBT Rate presenters/ leaders Overall: 1.66 Group 1 = 2.07 Group 2 = Group 1 = Latino/GLBT Group 2 = All others Rate if you agree: I am more aware of cultural differences 100% positive responses 90.5% Totally Agree 9.5% Agree

Evaluation Strategy To measure effectiveness and continually improve our programs: Survey participants 2 to 3 times after each training session Interviews select participants after each training session to collect qualitative data 13