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Diversity Innovation Grant Report
To: The Johns Hopkins Institutions Diversity Leadership Council
Submitted by: Pedro Lozada, Program Manager at the Johns Hopkins University Center for Talented
Youth (CTY) —on behalf of CTY’s Diversity Leadership Team
Date: March 26, 2013
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Introduction
Pedro Lozada, Program Manager at the Center for Talented Youth (CTY), and the CTY Diversity
Leadership Team (DLT) received a grant to expand CTY’s training resources by acquiring and
implementing Inclusion Insights, a DVD program that shows the “Creativity & Innovation Approach to
Diversity and Inclusion.” CTY purchased the DVD in February 2013. The training was implemented in the
form of a workshop from 9 a.m. to 2:00 p.m. on Thursday, March 7th, 2013 at the Pullen Plaza of
McAuley Hall – JHU Mt. Washington Campus. Fifty participants from CTY’s Academic and Student
Services (Summer Programs, CTY International, CTY Outreach and Talent Identification, Family Academic
Programs, and CTY Scholars) as well as CTY Human Resources participated in the training. Monica
Moore, Assistant Dean of Academic Services at JHU’s AAP and DLC member also attended the training.
In addition to watching the DVD, participants engaged in small and large group discussions and
activities. At the end of the session, participants listed follow up actions to implement at CTY to expand
the Inclusion Insights approach to Diversity. The rest of the report is organized as follows:
Original Grant Application ............................................................................................................................ 3
CTY Inclusion Insights Workshop Invitation .................................................................................................. 4
Workshop Preliminary Agenda ................................................................................................................. 4
About Inclusion Insights ............................................................................................................................ 4
About Dr. Steve L. Robbins ....................................................................................................................... 5
Final Workshop Agenda ................................................................................................................................ 6
Inclusion Insights Attendance List................................................................................................................. 8
Final Workshop Activity ................................................................................................................................ 9
Summary of Action Goals from Inclusion Insights Activity ......................................................................... 11
CTY Inclusion Insights Workshop Evaluation Form ..................................................................................... 13
Workshop Survey Analysis .......................................................................................................................... 15
Multiple Option Section (1 —Strongly Disagree to 5—Strongly Agree) ..................................................... 15
Summary of Workshop Evaluation- Open-ended questions ...................................................................... 22
Pictures from the event .............................................................................................................................. 30
Conclusion ................................................................................................................................................... 40
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Original Grant Application
1. Primary point of contact : Pedro Lozada The Johns Hopkins University Center for Talented Youth. Phone: 410-735-7556 Email: [email protected]
2. Summary of activity or program:
The Center for Talented Youth (CTY) believes that diversity increases the breadth and depth of a person's education. As we work to support the diverse group of students who attend our programs, we recognize that taking time to address diversity and inclusion issues in the workplace is also important. CTY would like to purchase training material that will be used with full-time employees as well as staff members who work for our summer programs. In particular, the Diversity Leadership Team (DLT) at CTY is seeking to expand its training resources by acquiring and implementing Inclusion Insights, a DVD program that shows how the “Creativity & Innovation Approach to Diversity and Inclusion” works by seeking different perspectives, new ideas, knowledge and experiences.
CTY’s DLT serves as a steering committee for the Summer Programs department on issues of diversity. For the 2012 - 2013 academic year, this group has, for the first time, expanded to include representatives from other CTY departments.
The goals of increasing our training tools and in particular implementing Inclusion Insights at CTY are: a) To raise awareness of the value and the challenges of diversity and inclusion among CTY
staff. b) To provide a safe and respectful forum for the discussion of diversity issues in the internal
operations of CTY and to identify areas of improvement in the opportunities for access, eligibility, admission, recruitment, financial-aid, and registration processes of underrepresented populations. This discussion will be an opportunity to encourage collaboration among departments and to foster cross-departmental communication.
c) To promote a forum among summer staff members to discuss best practices and strategies that can foster and promote diverse and inclusive academic communities at CTY’s summer sites
3. Targeted audience / communities.
CTY Full-time Staff
CTY Summer Staff
CTY Summer Sites
4. Estimated Completion Date: April 30, 2013
5. Key metric(s) by which to evaluate the impact and effectiveness of the activity: Number of employees who participate in training, participant feedback, ideas or initiatives spurred by the DVD training
6. Collaborators: The Center for Talented Youth
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CTY Inclusion Insights Workshop Invitation DATE AND LOCATION: Thursday, March 7th 2013. Pullen Plaza of McAuley Hall – Mt. Washington Campus TIME: 9:00 AM to 2:00 PM
PARTICIPANTS: CTY Human Resources staff and CTY staff from Academic and Student Services (Summer Programs, CTY International, CTY Outreach and Talent Identification, Family Academic Programs and CTY Scholars).
In addition to being a chance for all of us at CTY to learn about the Creativity & Innovation approach to Diversity, it will also be the first opportunity for CTY Academic Services and CTY Academic Programs to work together as a whole group since the two units share leadership. This experience is made possible by a JHU Diversity Innovation Grant, and will be facilitated by the Academic Programs and Services Diversity Leadership Team, which currently has members from Summer Programs, CTY Scholars, and Outreach.
Workshop Preliminary Agenda 9:00 a.m. Welcome and Agenda
9:15 a.m. – 10:15 a.m. Section 1 Stereotypes video and discussion
10:15 a.m. – 11:15 a.m. Section 2 Lazy Brains video and activity
11: 30 a.m. – 12:30 p.m. Lunch (on your own)
12:30 p.m. – 1:15 p.m. Section 3 Unintentional Intolerance video and discussion
1:15 p.m. – 2:00 p.m. Innovation and Diversity at CTY
2:00 p.m. Training concludes
About Inclusion Insights INCLUSION INSIGHTS: STEREOTYPES, LAZY BRAINS & UNINTENTIONAL INTOLERANCE provides a new lens with
which to see both others and ourselves. It will help you to understand how and why we react the way
we do, why we don’t like to consider new ideas that are outside our comfort zones, and ultimately, why
we are so resistant to change. In Inclusion Insights, Dr. Robbins presents a compelling case for why
diversity programs have not been as successful as they could have been. He offers a new way of looking
at Diversity and Inclusion—it’s not only the right thing to do, it’s the smart thing to do to maximize
innovation and stay competitive in today’s world.
Dr. Robbins’ “Creativity & Innovation” approach makes problem solving the reason for “doing diversity.”
This approach emphasizes seeking different perspectives, new ideas, knowledge, and experiences. It is
seen by many to be a more inclusive approach.
This unique program illustrates that there is a better, more compelling way to approach diversity—one
that encourages creativity and innovation and improves the bottom line.
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About Dr. Steve L. Robbins A powerful storyteller with a powerful story to tell, DR. STEVE L. ROBBINS has an
unmatched ability to inspire people even in the midst of disrupting and
challenging the way they think about the world. Born in Vietnam, Dr. Robbins
immigrated to the United States when he was five years old. He and his
mother faced many challenges as Vietnamese immigrants in a new land,
during a time when there was much anti-war and anti-Vietnamese sentiment.
Working through and rising out of the challenges of poverty, discrimination
and the tough streets of Los Angeles, Dr. Robbins now brings insightful
perspectives on issues of diversity, inclusion, and the power of caring.
Drawing upon a compelling life journey, his talks and workshops are filled with
intriguing stories, laugh-out-loud humor and a keen understanding of the human condition. The inclusiveness
and power of his message are why organizations like McDonald’s, Boeing, PepsiCo, Microsoft, Toyota, Honda,
Volkswagen, Bayer Healthcare, Mayo Clinic, Nordstrom, NASA, Department of Defense, the NSA, Aetna, Herman
Miller, Chevron, and numerous others call on Dr. Robbins to inspire, educate and prepare their people for the
exciting challenges of a 21st century world.
A published author and highly requested keynoter, he has presented at numerous conferences and workshops
across the nation. He also writes and edits the premier eNewsletter on diversity and inclusion, Inclusion Insights.
His book, "What if?: Short Stories to Spark Diversity Dialogue,” is used by many organizations as to help them
further develop their ability to engage in much needed conversations about diversity and inclusion in the 21st
century.
His unique approach to creating diversity and inclusion challenges and inspires audiences to rethink their own
realities and the realities of others. Often praised for his resonating, humorous style, his messages and stories
bring a fresh and insightful perspective to the sometimes-dreaded subject of diversity. Dr. Robbins’ life
experiences have equipped him with an array of useful knowledge that he competently transfers to his
audiences. Invariably, those who have heard him walk away motivated not only to think differently, but to
behave differently.
Dr. Robbins received his Bachelors in communication from Calvin College and his Masters and Ph.D. in
communication from Michigan State University. He currently resides with his wife and four children in Grand
Rapids, MI.
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Final Workshop Agenda 9:00 a.m. – 9:15 a.m. Welcome and Introduction
Welcome (1 min)
Goals and Learning Objectives (2 min)
Who are you? Activity (10 min)
What is Diversity? (2 min)
9:15 a.m. – 10:20 a.m. Section 1: Stereotypes
Overview (1 min)
Video (27 min)
Don’t Judge a Book Debrief (1 min)
Uh-Oh Moment Activity (5 min- with partner)
N.I.C.E. People Debrief (1 min)
Gut Reaction Activity (5 min- with table)
Power of Culture Debrief (1 min)
CTY Culture Activity (11 min- with table 5, report 3, write 3)
Lessons from Star Trek Debrief (1 min)
Perspectives Activity (7 min- with group 5, write 2)
Session 1 Wrap Up (5 min)
10:20 a.m. – 10:30 p.m. Break
10:30 a.m. – 11:30 a.m. Section 2: Lazy Brains
Overview (1 min)
Video (21 min)
Lazy Brain Debrief (1 min)
Comfort Zone Activity (6 min- with partner 3, write 3)
Visual Cues Debrief (1 min)
Visual Cues Activity (10 min)
Cognitive Dissonance Debrief (1 min)
Cognitive Dissonance Activity (7 min- with table 5, write 2)
Flat Out Wrong Debrief (1 min)
Session 2 Wrap Up/Thoughts and Reflections (10 min)
11:30 a.m. – 12:30 p.m. Lunch
Page 7 of 40
12:30 p.m. – 1:15 p.m. Section 3: Unintentional Intolerance
Overview (1 min)
Video (23 min)
Mindlessness Debrief (1 min)
Autopilot Activity (10 min- with table 5, report 5)
Unintentional Intolerance Debrief (1 min)
Diverse Team Debrief and Discussion (5 min)
Reframing Your World Debrief (1 min)
Reframing Your World Discussion (3 min)
1:15 p.m. – 2:00 p.m. Innovation and Diversity at CTY
Personal Reflection Handout and Final Activity
Page 8 of 40
Inclusion Insights Attendance List 1. Heather Bumps
2. Steve Barish (online)
3. Sonya Sims (HR)
4. Wanda Royster (HR)
5. Eric Peay (HR)
6. Albert, Liz (CAP)
7. Bruno, Peter (CAP)
8. Chawluk, Genevieve (CAP)
9. Chin, Michael (CAP)
10. Cogswell, Devin (CAP)
11. Fabian, Amanda (CAP)
12. Fisher, Joshu (CAP)
13. Gillett, Philip (CAP)
14. Haugh, Rachel (CAP)
15. Lozada, Pedro (CAP) - presenter
16. McBride, Corrin (CAP) - organizer
17. Moss, Andrew (CAP)
18. Rodriguez, Carlos (CAP)
19. Saxton, Laura (CAP)
20. Wagner, Amber (CAP) - presenter
21. Weeks, Karen (CAP)
22. White, Galen (CAP)
23. White, Boyd (CAP)
24. Monica Moody Moore (Assistant Dean,
Academic Services JHU AAP – DLC
member)
25. Julia Brodnick (FAP)
26. Julia Gumminger (FAP)
27. Rudy Cockrell (FAP)
28. Mary Crowley (FAP)
29. Randi Fedor (FAP)
30. Brian Fitzek (FAP)
31. Beverly Lambert
32. Dhawan-Gray, Neetu
33. Houser, Shanna
34. Jackson, Makaya
35. Johnson, Stacy
36. Lawson, Tiffany
37. Lichtenwater, Brandon
38. Masset, Rocio
39. Owen, Patricia
40. Sanders, David
41. Schneider, Vicky
42. Scott, Mildred
43. Smith, Marie
44. Toraldo, Jason
45. Washington, Quiana
46. Zamorano-Towles, Gloria
47. Foster, Lionel
48. McIntyre, Bridgette
49. Olmos, Dinorah
50. Riding, Mark
51. Linda Noell
52. Cassidy Zimmerman
Page 9 of 40
Final Workshop Activity
Reframing diversity AT CTY- Creativity and inovation insights in action
PART 1: Personal Reflection Worksheet
Think about what you have learned today and answer the following questions. You will be asked to
share your answers with the large group, but are not required to do so. You will not be required to
submit this handout.
• What perceptions do I hold that are not serving me in my personal life and at CTY?
• What individual actions can I take to change these perceptions?
• How can I make sure that I work with different types of people?
• How can I increase the inclusion mindset in my team? How has Section 3: Unintentional
Intolerance affected how I look at diversity?
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Part 2: Next Steps, diversity in action
Instructions/Background: Look back at the answers you wrote down in your index
cards while reviewing Inclusion Insights (see below for your reference).
• What is specific to your unit’s culture that other people in this room might not know?
• Can you think of an example where seeking different perspectives at work helped you solve a
problem?
• Write down a work situation where you did something outside of your comfort zone and
benefited from it.
• How can using the Entertain Approach (What if?) to dealing with cognitive dissonance help you
become more innovative at CTY?
Now look at your the Personal Reflection handout and think of personal
reflections shared by others in the previous dynamic.
Task: With your group, write down at least 5 specific actions that after today, you
are committed to make in order to put the knowledge of Inclusion Insights and
the Creativity and Innovation approach to Diversity into action. Your actions can,
for example, address:
• How can we use the concepts learned today to break down the silos and increase
interdepartmental communication?
• Specific projects or activities that your unit/department could put in place or do differently that
would increase communication, creativity, and innovation at CTY.
• Identify opportunities for reframing our work and embracing diversity.
• Suggestions for other departments or for CTY to address issues of diversity.
Be ready to share these actions with the large group.
Page 11 of 40
Summary of Action Goals from Inclusion Insights Activity
Table 1:
1. Greet your coworkers when you see them and don’t hold a grudge if they don’t respond.
2. Be honest with others about how busy you are so that if this is not a good time for you to talk
they can come back later.
3. Instead of always asking someone else to help you take the time to research and find answers
on your own; it can be annoying when you send out an email with information but no one reads
it and then in the following weeks you have to answer several questions about the information
contained in the email.
4. Seek ideas from other departments with which we often interact.
5. Approach group situations with an open mind.
Table 2:
1. Slow down and listen. When someone comes into your office, actually stop what you are doing.
If you do not have the time to do this, be honest and say so.
2. Have problem-focused meetings with all parties involved so that you can really get to the root of
the problem.
Table 3:
1. Have more interdepartmental programs.
2. Have interdepartmental projects, like a parent handbook.
3. Work with summer staff at orientation to avoid branding of other staff and of students.
4. Be friendly; get to know people’s names.
5. Review responses we have that invoke policies so that our responses are more individual and
flexible.
Table 4:
1. Make sure new employees meet people from all other departments so they see how things
work here.
2. Try to understand the pressures people in other departments face so that you can offer help.
3. Have more professional development activities that really get people out of their comfort zones.
Table 5:
1. Seek ideas and guidance from people you do not normally interact with.
2. Be willing to make mistakes and be wrong; take ownership of your mistakes.
3. Practice patience – take a deep breath when needed and take a step back before evaluating.
4. Engage with and listen to everyone, not just those you are comfortable with.
5. Adjust your ideas to fit the data, not the other way around.
Page 12 of 40
Table 6:
1. Work with different people and departments, perhaps on large-scale projects.
2. Have CTY get-togethers so we learn more about each other.
3. Have respectful but direct and honest conversations about issues that may be occurring
between departments.
Table 7:
1. Be intentional about seeking input from other departments.
2. Use meetings to solve problems.
3. Be open to many ideas, even if they turn out to be bad ones. Be more transparent about the
decision-making process.
4. Actually use, “What If?” and follow an idea all the way through in your mind so that everyone
feels listened to.
Page 13 of 40
CTY Inclusion Insights Workshop Evaluation Form
I. Program
Strongly Disagree
Disagree Neutral Agree Strongly Agree
The workshop was well organized. 1 2 3 4 5
Most of the information presented was new to me. 1 2 3 4 5
The material was presented in an easily understandable way.
1 2 3 4 5
Comments on the content of the workshop:
II. Logistics Strongly Disagree
Disagree Neutral Agree Strongly Agree
The room and layout were satisfactory. 1 2 3 4 5
The start and end times of the workshop were convenient.
1 2 3 4 5
The date of the workshop was convenient. 1 2 3 4 5
I was informed of the workshop well in advance. 1 2 3 4 5
Comments on Logistics:
III. Taking it with you… Strongly Disagree
Disagree Neutral Agree Strongly Agree
I gained insight into the value of diversity and the Creativity and Innovation approach.
1 2 3 4 5
The material was relevant to my work at CTY. 1 2 3 4 5
I plan to use what I learned today at work. 1 2 3 4 5
I met new colleagues at CTY. 1 2 3 4 5
I met colleagues at CTY with whom I plan to collaborate in the future.
1 2 3 4 5
Page 14 of 40
What other aspects of diversity would you like to learn about?
What was good about the workshop?
What aspects of the workshop could be improved?
Would you like to see other CTY joint trainings offered? (If so, on what topics?)
Tell us a little about yourself (optional).
Your department (optional):
Your position (optional):
Page 15 of 40
Workshop Survey Analysis Multiple Option Section (1 —Strongly Disagree to 5—Strongly Agree)
Program- Averages
workshop was well organized 4.76
information presented was new to me 3.04
material was presented in an easily understandable way 4.72
0.00
1.00
2.00
3.00
4.00
5.00
workshop was well organized information presented wasnew to me
material was presented in aneasily understandable way
Program
Page 16 of 40
Program-Percentages of Responses
Question 1: workshop was well organized
Question 2: information presented was new to me
Question 3: material was presented in an easily understandable way
Question 1
Strongly Disagree 0
Disagree 0
Neutral 2.0
Agree 20.4
Strongly Agree 77.6
Question 2
Strongly Disagree 10.2
Disagree 16.3
Neutral 38.8
Agree 28.6
Strongly Agree 6.1
Question 3
Strongly Disagree 0
Disagree 0
Neutral 4.1
Agree 20.4
Strongly Agree 75.5
Page 17 of 40
Logistics-Averages
room and layout were satisfactory 4.33
start and end times were convenient 4.00
date of the workshop was convenient 3.63
I was informed of the workshop well in advance 4.37
0.00
1.00
2.00
3.00
4.00
5.00
room and layout weresatisfactory
start and end timeswere convenient
date of the workshopwas convenient
I was informed of theworkshop well in
advance
Page 18 of 40
Logistics-Percentage of Responses
Question 1: room and layout were satisfactory
Question 2: start and end times were convenient
Question 3: date of the workshop was convenient
Question 4: I was informed of the workshop well in advance
Question 1
Stongly Disagree 0
Disagree 0
Neutral 14.3
Agree 38.8
Strongly Agree 46.9
Question 2
Stongly Disagree 2.0
Disagree 10.2
Neutral 8.2
Agree 44.9
Strongly Agree 34.7
Question 3
Stongly Disagree 4.1
Disagree 22.4
Neutral 6.1
Agree 40.8
Strongly Agree 26.5
Question 4
Stongly Disagree 0
Disagree 2.0
Neutral 12.2
Agree 32.7
Strongly Agree 53.1
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Take it with you…-Averages
I gained insight into the value of diversity and the C&I approach 4.08
material was relevant to my work at CTY 4.20
I plan to use what I learned today at work 4.29
I met new colleagues at CTY 3.98
I met colleagues at CTY with whom I plan to collaborate in the
future 3.69
0.00
1.00
2.00
3.00
4.00
5.00
I gained insightinto the value ofdiversity and the
C&I approach
material wasrelevant to my
work at CTY
I plan to use whatI learned today at
work
I met newcolleagues at CTY
I met colleaguesat CTY with whom
I plan tocollaborate in the
future
Page 20 of 40
Take it with you…- Percentage of Responses
Question 1: I gained insight into the value of diversity and the C&I approach
Question 2: material was relevant to my work at CTY
Question 3: I plan to use what I learned today at work
Question 4: I met new colleagues at CTY
Question 5: I met colleagues at CTY with whom I plan to collaborate in the future
Question 1
Stongly Disagree 6.1
Disagree 0.0
Neutral 12.2
Agree 42.9
Strongly Agree 38.8
Question 2
Stongly Disagree 0
Disagree 2.0
Neutral 6.1
Agree 61.2
Strongly Agree 30.6
Question 3
Stongly Disagree 0
Disagree 0
Neutral 4.1
Agree 63.3
Strongly Agree 32.7
Question 4
Stongly Disagree 0
Disagree 8.2
Neutral 18.4
Agree 40.8
Strongly Agree 32.7
Page 21 of 40
Question 5
Stongly Disagree 0
Disagree 2.0
Neutral 44.9
Agree 34.7
Strongly Agree 18.4
Page 22 of 40
Summary of Workshop Evaluation- Open-ended questions
Participants generally gave positive feedback related to the workshop. Although this was not the ideal
time of year for many people, the training was generally well-received. Most people enjoyed Steve
Robbins and his presentation style. Several people said that the content, though, was rudimentary and
didn’t really spark meaningful discussion. Logistically, the room was convenient and comfortable but the
podium was in the way of the screen so some participants had trouble seeing. Some said the training
could have been condensed into a shorter time. As always, participants would like snacks, lunch, and a
water station to be provided for them. The majority of participants thought the training was well-
organized and praised the efforts of the DLT.
People appreciated the opportunity to interact with colleagues that they normally do not interact with
and several said that more opportunities to do this would be appreciated. There were many
constructive suggestions for improvements. One of the most repeated was that interaction between
people at different tables would have been appreciated. The vast majority of participants want more
training sessions like this at CTY. Many interesting topics were suggested. Some popular ideas were
ways to better understand our clients and their needs, more diversity issues, and dealing with conflict in
the workplace.
Page 23 of 40
Comments on the Content of the Workshop:
The workshop was very well put together.
The workshop was amazing. Very helpful to many employees.
Very informative – food for thought.
Some things in the video were abstract, and never seemed to narrow to real-world situations
(which I prefer and concrete examples), like the “top/stop” examples.
I loved the Steve Robbins video!
Excellent.
My “strongly agree” [on “The material was presented in an easily understandable way”] is not a
compliment. I found the material to be remedial at best. NOT the fault of the CTY organizers.
But I feel like this is the same information I have gotten at every workshop I have ever attended.
Thoughtful – mindful – open. Recognized diversity was based in thinking, not race or ethnicity.
Everything was very basic / rudimentary. I would have liked a more nuanced discussion of
diversity / creativity in the workplace.
This would have greater impact if CTY leadership showed their involvement / commitment to
issues raised, i.e. “walking the talk.” Great job done by presenters.
Well presented. Enjoyed it.
The video was great and explained the importance of [illegible] in a non-threatening way.
There’s a focus on opportunities for action rather than blame, that was helpful.
This was a beautifully organized meeting. The information presented was interesting and mind-
provoking.
I thought the videos of Dr. Robbins were engaging and informative. It would’ve been great to
see him live.
The content presented no new information for me beyond the “who are you” tidbits I learned.
Good message, just basic or very familiar.
Good reminders.
Important topic, thanks for sharing it with us.
Great organizational job. Nice diversity of presentations. Different speakers, different media.
Although the information was not new, it was presented in an interesting way.
Neuroscience information was excellent.
Excellent content. Succinct, pithy, and entertaining. I plan to use it at JSAM / on-site orientation.
Dr. Robbins presents the content in a dynamic, interesting way. Wish we could’ve gotten him
here in person!
Comments on Logistics:
Great room choice! Very convenient.
My table-mates received a schedule in advance – which I really don’t think I got! Fall is better
than now for CAP.
Simple, light snacks.
Page 24 of 40
Excellent.
This is just the wrong time of year for this.
The podium and microphone blocked view of video.
Except for the date, everything was fine.
I didn’t like the weird, early lunch, but starting at 9 was great. I thought it was 8:30 so I’m glad I
was wrong.
It is sometimes difficult to see the screen because of the table and chair placement.
As the only WCO employee, I never received the Outlook invite. (Maybe no one knew I was
coming?)
Being to the sides of the room made it difficult to see the screen / presentation. The date is
tough, as all departments are busy at different times but this is an especially difficult time and
busy season for us.
Hard to see the video based on where I sat. 9 – 2 was a little lengthy! (And 11:30 was early for
lunch!)
9 – 12 might have been an adequate time to cover material. The date, per se, was fine. Difficult,
though, because it followed a snow day.
Good to have people move around instead of stay at one table.
I think the presentation would have maintained audience interest more with a final dismissal to
lunch – coming back afterwards was difficult for some and deprived the group of energy and
enthusiasm. I also think the presentation would be more effective earlier – when people have
less on their plates and minds.
Well organized. The date is a bit tough due to hiring considerations but certainly not obtrusive.
Perhaps late fall would work better?
“Busy” season for summer programs made timing a bit stressful. “Snow” day yesterday didn’t
help, but obviously couldn’t be helped!
What other aspects of diversity would you like to learn about?
Sensitive topics/communication styles of different groups
Strategies for dealing with conflict. Maybe something about decision making and authority in
organizations and how to “manage up” in a diverse environment.
My concern is that we still fall back on the idea of diversity meaning visible diversity when
aggregating data. I think we work with very diverse people and liked that this workshop talked
more about diverse perspectives than just race/ethnicity.
English language learners
It would interest me to learn more how to engage others who have previously been affected by
negative perceptions.
Women and minorities in leadership; what is the career ladder?
Age and LGBT issues
Diversity focused on non-racial factors perhaps?
Cultural sensitivity
Page 25 of 40
I would like to have more trainings. A lot to be done.
More about each culture and its history – more about its differences.
The workshop was good at addressing high-level issues of work style, etc. Would like to have
had more in-depth material on personal issues.
Change to old habits in the workplace
Low-income family needs
How to train for it, not just work with it.
Training others, next steps
Doing diversity training or discussions in large groups can force the conversation to be very
surface and superficial. More in-depth discussion is also tough when a level of comfort and trust
is not present.
Different approaches to working with our diverse families, i.e. parents and students.
Bridging the language gap when working with our clients.
Information about cultural practices from the nations our international students are from would
be great. I’m concerned about being unintentionally rude because I don’t know social mores of
other cultures.
Motivated to be part of group who is interested and invested in improvement.
Socioeconomic status and educational access; this is particularly important for CTY.
More about how diverse CTY is and where they are (leadership, etc.)
I don’t know, but I find these trainings interesting so I wouldn’t mind having them annually or
every two years.
Global issues would be appropriate now.
Language diversity. Practical applications to our work.
Something new and different.
What was good about the workshop?
The chance to interact with people I have not interacted with before.
Found the “What if?” question to be very useful. Will use the formula for unintentional
intolerance: M1+M2=UI most often.
Getting to meet new people.
Organization/pace
Format. Video, oral review, discussion, written reflection – well differentiated and timed.
Getting us to think about ourselves at work and outside of work regarding these issues of
inclusiveness/diversity, etc.
Good dialogue on important topics
Very well organized! I appreciate all the effort that was put into this.
It included other departments and we learned to appreciate their issues.
The workshop was a thoughtful reminder of respect. I enjoyed the video of Steve Robbins.
It was quick and clean. No time was wasted. The concluding video is excellent. Very powerful.
Much more so than the workshop.
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Spending time with colleagues; take-aways
Presentation style. Nice work. The video was great. I liked the Race: An Illusion activity also.
I thought that the general model presented was an interesting one. It is a useful way to think
about stereotypes and perspectives on the world.
A lot of things, but I especially liked the insight into how the brain works.
The speaker was competent and engaging.
Mixing it up – contact with others outside of my usual department/circle
I liked the group discussions and Dr. Robbins (the videos)
Good video presentation. This is something that we need and I appreciate this and hope for
more.
Entertaining; digestible messages
Clarity of message, hard work of DLT and connection to our work.
The video and activities were pretty engaging – a little too many questions/table conversations.
Speaker was great on the presentation.
Everything. You put a lot of time and work into the presentation. It was engaging and moved
well. You did an awesome job, thanks!
Got people talking to each other.
To open our minds to other opinions. How diversity can positively affect programs. Diversity is a
much bigger issue – bigger than discrimination and prejudice.
Open, friendly environment
Organized, professional
Topic and video
Steve Robbins was great!
Discussion about the brain and neuroscience.
Open communication
The presenter/video were excellent (Dr. Robbins).
Insightful video presentations – revealed some new information and perceptions I didn’t even
realize I was harboring. Made me aware of unintentional consequences caused by mindlessness
and mundane multiple messaging.
Dr. Robbins is smart and very engaging.
It allowed us to think about how we “brand” each other. It gave us the opportunity to talk with
different people.
Variety of presentation styles. Video, discussion, group work.
It was presented in a lucid, entertaining manner.
The portions/breaks where we were able to hear the thoughts of others in the group.
Meeting colleagues who I haven’t had a chance to meet. The videos were insightful and actually
entertaining.
The information is very useful in not only the work place but everyday life.
Dynamic, good-humored, well-organized. Caused self-reflection.
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The content was thoughtful and generalizable. The committee was well prepared. The tables
ended up not being as mixed (department-wise) as might have been ideal, but it was still good
to see people in different units interacting with each other.
Well organized. Good video.
What aspects of the workshop could be improved?
Feed us.
Concrete examples of real workplace situations where people reacted to cognitive dissonance
by blocking and then examples of an “entertain” response.
The way it was designed, it could have been delivered to all of CTY, not just the selected
departments.
Group discussions were not very thought-provoking or engaging. Don’t play that video at the
end – terrible way to end.
Lighting was too dark. Less of the video and more peer interaction.
Nothing.
Perhaps a smaller group. Invite employees from different departments to complete the
workshop in independent small groups. Ending was too negative – it feels like it will decrease
the desire to be creative and innovative.
More movement amongst the groups. Instead of doing all of the five-minute exercises the same,
ask tables to stand up and speak versus writing and then speaking (gets blood flowing) or just
call out people to speak or ask for volunteers. Could also get the tables to interact with the
other tables.
Length – it was too long. Depth – I think I knew 85% of what was covered. Some of the exercises
were rushed – too little time.
Less debriefing after the videos – either that or a more interactive recap. For example, what
percentage of your body’s mass is the brain? And who here remembers how much energy Steve
said it needs?
Maybe not end on such a downer. I liked the message but it was tough to end on.
Allow people to interact across tables.
Water, snacks.
Have water station in room when training is longer like this.
Work with more than the people at our table.
More discussion of answers and as a large group. More reaction in real time to CTY specific
aspects.
Too early!
Shorter time. Reinforce once per year.
Repetitive.
Stopping for five minutes.
Perhaps not reporting to whole group – few new insights gleaned.
Depth, higher-level, more challenging content.
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I mentioned above some of the ways it could be improved. I do know and hope this is a small
step to more and better discussion.
Have an introduction at the beginning for all colleagues (I don’t know people from other
departments.)
Length of time of the workshop.
The discussion questions didn’t require or promote a depth of thought. Ideas like, “Solicit input
of others,” are the kinds of things that came up. More useful questions could have prompted
deeper thought/discussion about the model.
More time to solve concrete problems at the organization. Target problems and have meetings
to address them.
None.
The content needs to be more advanced.
Perhaps change tables after lunch to meet with other staff.
Great!
After watching a portion of the video, not repeating what was just said in the video.
It was good as is. Lunch would be nice, as always.
More ambitious/direct scope or depth of material – it was a good “survey” course, might have
gone deeper.
Loved it!
Everything was good.
The video was awful – like an infomercial with a canned audience. The re-stating of the points
was unnecessary. The workshop did not need to be so long.
Would you like to see other CTY joint trainings offered? (If so, on what topics?)
Yes – marketing, English language learners, international education
Yes.
Yes – lunch and learn on various topics.
Yes – The latest in gifted education research, effective presentation skills, general education
trends, online learning.
Yes – communicating with families, the entire process – start to finish of CTY (talent search,
registration, participation, etc.)
Yes – more technical/CIS/process training as a team would be useful.
Yes!
Yes – public speaking, anything. Just getting everyone together is great.
Yes – team building, project management.
Yes Yes Yes! Anything – more on diversity and collaboration.
Yes.
Creativity in the workplace.
Yes, maybe working with international clients.
Interdepartmental course development.
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Time and task management strategies. Strategies for dealing with conflict, and especially the
idea that you can’t fix other people, you can only fix yourself. Maybe some sort of workshop
focused on solving a real problem.
Yes – any topic that brings our separate department together as one group.
Yes, but felt some potential key partners missing today (i.e. CTYOnline, Registration, etc.)
Absolutely.
Dealing with conflict.
Keep pushing the deep discussion on diversity.
Yes!! Learning about each person’s roles in the different departments. More cross-department
committees, not necessarily trainings.
Yes.
Yes, perhaps on gifted education so we can better understand our clients.
Yes, I’m thinking about it.
Absolutely – Communication and civility.
Yes, on understanding the self and what motivates us.
Yes!
Yes. I appreciate getting to interact with other departments in meaningful ways.
International Issues.
If possible applicable to multiples it could work, no ideas on topics, though.
Yes. I’d like to see something on collaboration and creativity.
Yes – not sure of topic but I think this was a good, organic way of facilitating interdepartmental
communication. Maybe select professional development workshops from JHU to bring here?
On-going follow-ups to really drive home the point that diversity is valued and not just a topic to
“address.”
Yes, I would like to see follow-through with many ideas that have been suggested on how we
can be a more efficient and streamlined organization.
Yes, how to resolve conflict in the workplace?
I think joint sessions are problematic – it’s nearly impossible to make most things relevant to
all/most people.
Other comments
I would like to see that upper management is committed to this issue.
I was able to speak with people that I would normally not speak with and it was great!
Thank you, CTY needs more exposure to discussions like today.
Nice work, guys!
Thanks for organizing and bringing this to all of us.
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Pictures from the event
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a)
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Conclusion
CTY’s DLT will continue to monitor the list of actions which stemmed from this workshop. As noted
above, participants provided feedback about the material through a workshop evaluation sheet.
The following are some next steps CTY’s DLT will continue working on:
With the support of Liz Albert, Senior Director of CTY Academic Services and Academic Programs, the DLT will submit a proposal to CTY’s Executive Director for presenting this training to other units within CTY.
A member of the DLT will report the outcomes of the workshop at a CTY all-staff meeting. An email will be sent to everyone who participated in the workshop. The message will include a
list of resources related to the session. CTY Summer Programs will tailor this material for a training session in June with academic
counselors working in CTY’s summer programs, this tool will promote and provide tools to foster and diverse and inclusive academic communities at CTY’s summer sites
Members of CTY’s DLT have submitted a workshop proposal using the concepts of Inclusion Insights to be presented at the JHI Diversity Conference.
Independent form this grant, CTY is already examining areas of improvement in the opportunities for access, eligibility, admission, recruitment, financial-aid, and registration processes of underrepresented populations as part of an organizational project. CTY’s DLT will continue seeking opportunities like this training to continue promoting the value of diversity in our academic communities.
Thank you for making these initiatives available!
CTY DLT 2012-2013
