Organizational Caste Systems and Hierarchies

SESSION 4 • JUNE 4, 2019

Fred Miller, Yvonne Alverio and Judith Katz

2019 CENTR AL FLORIDA DIVERSIT Y LE ARNING SERIES

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E V A L U A T I O N R E P O R T

The Inclusion Journey

From Vision to Action

How do we move from envisioning inclusion to creating inclusion?

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8th Annual CFDLS – Session 4

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EVALUATION DETAILS

• A total of 16 evaluations were turned in, 7 of which were filled out by managers and 9 of which were filled out by individual contributors or employees. A total of 16 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.

QUESTION 1: I understand the history and elements of caste systems/hierarchies and the roles they play in my workplace.

Based on 7 manager responses and 9 individual responses.

Managers’ total improvement: 47.37% IC’s total improvement: 48.0%

8th Annual CFDLS – Session 4

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QUESTION 2: I understand the impact of caste systems/hierarchies on my work experience and for all who are impacted by those caste systems/hierarchies.

QUESTION 3: I fully understand the actions we can take, as individuals, teams and organizations to build or enhance an environment that acknowledges, addresses and reduces the negative impacts of caste systems/hierarchies.

Managers’ total improvement: 12.0% IC’s total improvement: 42.31%

Managers’ total improvement: 8.33% IC’s total improvement: 44.0%

Based on 7 manager responses and 9 individual responses.

Based on 7 manager responses and 9 individual responses.

8th Annual CFDLS – Session 4

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AVERAGE RATING PER QUESTION

TOTAL PERCENTAGE IMPROVEMENT PER QUESTION(Managers and Individuals Combined)

8th Annual CFDLS – Session 4

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OPEN-ENDED ANSWERS

QUESTION 4: What was your most significant learning today?

MANAGERS:

• That what I see is actually a caste system. Different levels.

• Judging/joining levels of hierarchies.

• Slide 14 to 15. Great work!

• Communication is key.

• Judging versus joining.

INDIVIDUAL CONTRIBUTORS:

• I have a voice and can share my thoughts and ideas.

• First presentation on this topic—everything.

• That most organizations live across models is hierarchy.

• Learning about the overall topic. It was very new to me. Great session overall.

• Judging versus joining concept.

• Judges versus joining.

• Great instructors and group for many valuable lessons and nurturing/creating a joining culture.

• Level 5 workplace hierarchy.

8th Annual CFDLS – Session 4

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QUESTION 5: How will you use one or more of the tools presented/practiced today?

MANAGERS:

• Bring into my organization.

• I will use it at work and during volunteerism.

• Share with supervisors.

• I will share this knowledge.

• By putting them in practice and not just an idea.

• Incorporating into my consciousness.

INDIVIDUAL CONTRIBUTORS:

• At a university it’s challenging, but change has to be made.

• I will share with colleagues and leaders.

• I plan to read slides we did not cover—a lot of good info.

• By implementing some models within my teams and organization.

• 4 keys that change everything.

• Identify when I’m using judging actions, and see how I can utilize.

• Continue to make my voice heard, and share the values and intentions, and inclusive/joining culture.

• Multiple… Polling anonymously, leveling the field graphic, judging versus joining.

OPEN-ENDED ANSWERS

8th Annual CFDLS – Session 4

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QUESTION 6: Other Comments: (usefulness of handouts, quality of the facilitator, food, facilities, access, insights):

MANAGERS:

• Excellent as always.

• Everything was excellent!

• Thank you!

• This class was amazing and eye-opening from a different point of view from my own. It’s good to know that my organization is not alone breaking into the subject.

• I think we would have benefited from cutting some of the intro activities and spending more time on the content at the end. Intro activities were full hour.

INDIVIDUAL CONTRIBUTORS:

• Enjoyed presentation and look forward to continuing communication.

• It took almost an hour for introductions (speakers and attendees). I understand the importance of getting the group comfortable, but I wanted to talk thought through content more.

• Facilitators were great, a little rushed but great wonderful session. Very informative.

• Everything was great!

• All great.

• I love this session. So good as facilitators. Walked their talk... Go slow (hellos, opening, joining) to faster (content at the end of session).

OPEN-ENDED ANSWERS

8th Annual CFDLS – Session 4

• • • • • E N G A G E • E D U C A T E • M O T I V A T E T M • • • • •

1 Generational Workstyles — Working Collaboratively JANUARY 15, 2019

2 Managing Unconscious Bias & Micro Aggression MARCH 19, 2019

3 Including Non-Faith-Based Beliefs MAY 7, 2019

4 Organizational Caste Systems / Hierarchies JUNE 4, 2019

5 Emerging Transgender Themes in the Workplace SEPTEMBER 17, 2019

6 Military / Veteran Inclusion Experience NOVEMBER 5, 2019

SESSION

SESSION

SESSION

SESSION

SESSION

SESSION

2019 CENTR AL FLORIDA DIVERSIT Y LE ARNING SERIES

The Inclusion Journey

From Vision to Action

How do we move from envisioning inclusion to creating inclusion?

CFDLS Poster 2019 R2 add color.indd 1 10/31/18 7:52 AM

8th Annual CFDLS – Session 4

• • • • • E N G A G E • E D U C A T E • M O T I V A T E T M • • • • •

B R O N Z E M E M B E R S

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