1. CFDLS © 2015 Central Florida Diversity Learning Series 2015 Evaluation Summary of Session 5 on September 22 nd White Men in the Inclusion Model – Capitalizing on Their Contributions Presenter: Chuck Shelton

2. CFDLS © 2015 EVALUATION DETAILS A total of 21 evaluations were turned in, 10 of which were filled out by managers and 11 of which were filled out by individual contributors or employees. A total of 26 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.

3. CFDLS © 2015 1.I know the business case for engaging white men in order to capitalize on their contributions. Based on 10 manager responses and 11 individual responses. Managers’ total improvement: 60%IC’s total improvement: 123%

4. CFDLS © 2015 2.I understand the barriers and challenges for white male leaders and the emerging solutions to those barriers and challenges. Managers’ total improvement: 78%IC’s total improvement: 160% Based on 10 manager responses and 11 individual responses.

5. CFDLS © 2015 Managers’ total improvement: 64%IC’s total improvement: 109% 3.I know and can implement strategies and resources to build the leadership brand of white male leaders. Based on 10 manager responses and 11 individual responses.

6. CFDLS © 2015 Average Rating per Question (Managers and Individuals Combined)

7. CFDLS © 2015 Total Percentage Improvement per Question (Managers and Individuals Combined)

8. CFDLS © 2015 OPEN-ENDED ANSWERS 4.What was your most significant learning today? Managers: We should include the white men in diversity. Learning the “white guy” perspective. Making sure white males understand that they are part of Diversity & Inclusion. Understanding that white men are often not considered in the D&I. Ways to approach and engage our leaders on this topic. Understanding how to begin to have conversations with our allies. Need to seek allies and be strategic. Thinking through how to have the conversation (a strategy) with white male leaders.

9. CFDLS © 2015 OPEN-ENDED ANSWERS 4.What was your most significant learning today? Individual Contributors: It is import to engage white men for D&I integrity. Dealing with unrealized conflict is critical. To actually have the conversation. Articulation of the barriers for white men – very helpful. White men are diverse. Becoming able to see things from the perspective of white males. That men (white men) are an important part of the D&I conversation. That it is okay to discuss white man inclusion/exclusion. Just having the session was useful. Opening and discussing how to have dialogue; and who to have it with. The importance that inclusion integrity is at risk if we aren’t inclusive of white males.

10. CFDLS © 2015 OPEN-ENDED ANSWERS 5.How will you use one or more of the tools presented/ practiced today? Managers: Plan to de-brief with intact team for further discussion. Start having conversations with allies. Make sure I am being more inclusive with all individuals including white males. I will share my knowledge with others. Engage more white males. To bring up topic with allies. New in my role, but I am looking forward to understanding influences and begin having conversations. Plan for conversations. I will be using tools when I return (Ex. I would like your input on the challenge of white male inclusion.)

11. CFDLS © 2015 OPEN-ENDED ANSWERS 5.How will you use one or more of the tools presented/ practiced today? Individual Contributors: I plan on having honest conversations about diversity and inclusion with my leaders. Lagging, Learning, Leading. Engage and influence. Focusing on men on the leading edge, not the lagging edge. Share with my team to bring awareness to the group. Will use with Diversity Council. I will take it back to my institute for discussion. I will use the tools I received today to engage white males in the D&I initiatives I really interested in seeing the Executive Summary. The various tools discussed or present have the potential to be useful in our organization. I will engage with my staff what I learned today to help build our organization.

12. CFDLS © 2015 OPEN-ENDED ANSWERS 6.Other comments: (usefulness of handouts, quality of the facilitator, food, facilities, access, insights): Managers: Very insightful. Great. Everything was wonderful. I thought the facilitator was very good. I liked the break up of activities to into practical application. Excellent practical applications and tools to move forward and keep momentum.

13. CFDLS © 2015 OPEN-ENDED ANSWERS 6.Other comments: (usefulness of handouts, quality of the facilitator, food, facilities, access, insights): Individual Contributors: Facilitator was very relatable and knowledge about D & I. Great class. Excellent presentation and facilities. Very helpful… Thank You!!! Great presenter! Everything was well planned. Very interesting; wanted more time. Great session! I enjoyed it very much! Great, very approachable. Excellent!!!