| What do you intend to do/say/think about differently as a result of the workshop? |
|---|
| Spending more time considering someone's perspective and experiences before drawing conclusions
Making concerted efforts to involve people in meeting discussions |
| The workshop helped me understand some of my colleagues struggles and issues when engaging with other people in the workplace which I may not have been fully aware of. Partly because these matters are not often openly discussed and because people often tend to keep this issues as private. |
| Hello, my name’s Eric and I just ran across your website at leedconsulting.com.au...
I found it after a quick search, so your SEO’s working out…
Content looks pretty good…
One thing’s missing though…
A QUICK, EASY way to connect with you NOW.
Because studies show that a web lead like me will only hang out a few seconds – 7 out of 10 disappear almost instantly, Surf Surf Surf… then gone forever.
I have the solution:
Talk With Web Visitor is a software widget that’s works on your site, ready to capture any visitor’s Name, Email address and Phone Number. You’ll know immediately they’re interested and you can call them directly to TALK with them - literally while they’re still on the web looking at your site.
CLICK HERE http://talkwithcustomer.com to try out a Live Demo with Talk With Web Visitor now to see exactly how it works and even give it a try… it could be huge for your business.
Plus, now that you’ve got that phone number, with our new SMS Text With Lead feature, you can automatically start a text (SMS) conversation pronto… which is so powerful, because connecting with someone within the first 5 minutes is 100 times more effective than waiting 30 minutes or more later.
The new text messaging feature lets you follow up regularly with new offers, content links, even just follow up notes to build a relationship.
Everything I’ve just described is extremely simple to implement, cost-effective, and profitable.
CLICK HERE http://talkwithcustomer.com to discover what Talk With Web Visitor can do for your business, potentially converting up to 100X more eyeballs into leads today!
Eric
PS: Talk With Web Visitor offers a FREE 14 days trial – and it even includes International Long Distance Calling.
You have customers waiting to talk with you right now… don’t keep them waiting.
CLICK HERE http://talkwithcustomer.com to try Talk With Web Visitor now.
If you'd like to unsubscribe click here http://talkwithcustomer.com/unsubscribe.aspx?d=leedconsulting.com.au |
| I intend to be more aware of my own unconscious bias and take steps to address this in both my personal and professional life. |
| I intend to actively ask people's opinions in team meetings when they are outside the circle |
|
| The group discussions made me rethink how I ask certain questions to people. |
| Try to be more conscious/observant of people in the 'out-group'. |
| Being more mindful of the unconscious bias that can creep into our interactions and aware of the challenges faced by women in the workplace to help my interactions support them. Will also be call out anything I see and have the script now to use. |
| speak up if a colleague is being spoken over, or not allowed to finish what they were saying in meetings |
| Make a conscious effort to change my perceptions and thinking around Diversity and Inclusion
Commit the tiny habits to memory and be aware of the Red Flags
Share the learnings with my family - make sure my kids understand the Key Concepts |
| I intend to think more about the importance and value of inclusion of all people into the workplace regardless of their background, race, culture and sex. |
| Be more aware of cultural and age bias. |
| Nothing - I feel I am already doing the right things |
| Consider 'would I be surprised to hear/see that if it had been a woman/man saying/doing it'?
Try to pick up on the red flags better. |
| Speaking up when i notice red flags, trying to be discreate but still to the point |
| The workshops have changed how I approach and see group dynamics, particularly around ensuring that everyone is included in situations such as meetings where they might not feel comfortable to contribute or where they may not have been given a chance to contribute.
I will also be using the techniques that were provided in the handout booklet when I am in a new group to ensure that I am also a contributing member of those groups and meetings and not just sitting back letting the meeting go by without giving input. |
| As someone who has mostly been in the outside circle, I found it reassuring that there are established and recognised ways to identify why people may feel they’re on the outside circle and include them in the in-circle.
I will strive to educate people who may unconsciously/consciously exclude others due to not fitting in to the dominant culture. |
| Consider those who are quiet and perceive themselves as outsiders, and include them in the team. |
| Speak out for others when I'm in the 'blue group'. Follow the tiny habits for inclusion that were presented at the end. |
| Be more observant towards others who are not in the in-group, and to make every effort to include these persons into the conversation |
| I've now spotted potential racists who have latched onto your hitler views |
| To pay attention for some of the signs discussed were people are being excluded or stereotyped, and change the conversation to include them. |
| I'm going to be more aware of what unconscious bias I might have on different topics |
| What activities/concepts/tools did you find most valuable? |
|---|
| The coming up with the "reasons why someone might not speak up" in small groups was really valuable in hearing others' experiences |
| Ways in which people mistreat others known as red flags. |
| Hello, my name’s Eric and I just ran across your website at leedconsulting.com.au...
I found it after a quick search, so your SEO’s working out…
Content looks pretty good…
One thing’s missing though…
A QUICK, EASY way to connect with you NOW.
Because studies show that a web lead like me will only hang out a few seconds – 7 out of 10 disappear almost instantly, Surf Surf Surf… then gone forever.
I have the solution:
Talk With Web Visitor is a software widget that’s works on your site, ready to capture any visitor’s Name, Email address and Phone Number. You’ll know immediately they’re interested and you can call them directly to TALK with them - literally while they’re still on the web looking at your site.
CLICK HERE http://talkwithcustomer.com to try out a Live Demo with Talk With Web Visitor now to see exactly how it works and even give it a try… it could be huge for your business.
Plus, now that you’ve got that phone number, with our new SMS Text With Lead feature, you can automatically start a text (SMS) conversation pronto… which is so powerful, because connecting with someone within the first 5 minutes is 100 times more effective than waiting 30 minutes or more later.
The new text messaging feature lets you follow up regularly with new offers, content links, even just follow up notes to build a relationship.
Everything I’ve just described is extremely simple to implement, cost-effective, and profitable.
CLICK HERE http://talkwithcustomer.com to discover what Talk With Web Visitor can do for your business, potentially converting up to 100X more eyeballs into leads today!
Eric
PS: Talk With Web Visitor offers a FREE 14 days trial – and it even includes International Long Distance Calling.
You have customers waiting to talk with you right now… don’t keep them waiting.
CLICK HERE http://talkwithcustomer.com to try Talk With Web Visitor now.
If you'd like to unsubscribe click here http://talkwithcustomer.com/unsubscribe.aspx?d=leedconsulting.com.au |
| Writing down societal expectations of gender and then reflecting on that as a group. |
| Listing red flags |
|
| The 'in' group 'out' group social model was a good way of explaining certain aspects. |
| Examples provided. |
| The script for calling out behaviours and also the perspectives of the women in the team of their experiences at both work and society in general. |
| looking for red flags
also when we split into 3 groups and listed items that our gender was expected to do such women 100% of the housework and men/boys not too cry |
| The questions to continually ask yourself in the last couple of slides:
1. Stereotyping Safeguards
2. Ting Habits - Inside & Outside |
| I found the break-out sessions to be most valuable as this helped open the group discussion. |
| The first activity of identifying a time when you were "outside" the circle I felt really helped people understand things from the perspective of the "outside" regardless of where the bias initiated from. |
| Comparison of other schools of thought |
| All of it, from the statistics, to examples, to the group work, etc. |
| Dividing into female & male groups to demonstrate how each gender feels about the stereotypical expectations from society |
| In the workshop I found that all the activities were really good and did create further discussion within the group. In particular the final activity of writing the Do's and Don'ts that people have as prescribed biases in our culture/gender, I found that the differences between the men and women in the group was very interesting. |
| I found the dominant culture and outside the circle concept/activity and learning about how unconscious/conscious thinking affects it to be very insightful.
I also really enjoyed that we got to work in different groups and the variety of activities. |
| Recognise the various red flags of exclusion non-inclusive behaviours, and deliberately make other feel included in a group. |
| The idea of the circle of dominant culture was really valuable in identifying how people can be included/excluded. I really liked how Anna pointed out how the actions of people in the circle can help those outside of the circle. |
| The listing of differing perceptions of the role that a man and a woman should have |
| Nothing. |
| The presentation |
| Group activities to identify gender stereotypes, which helped to identify some gender stereotypes that are present that may have been overlooked/not thought about previously. |
| Breaking out into groups to discuss our experiences - always good to see different perspectives |
| Conscious and unconscious brains way of working. |
| What didn't work or could have been better? |
|---|
| A slightly higher focus on the vast range of diversity, and a note on some of the different challenges diverse groups might face, would make this great training even better |
| Concept of having 50/50 male to female in workplace to foster innovation and generate profits. The source quoted which isn't a study, it is a survey undertaken by the Boston Consulting Group, has too many high level ambiguities to successfully draw causation between innovation and diversity. For the companies surveyed, they do not successfully quantify and compare type/industry of company, type of product, prevalence of R & D within the company, amount of funding of R & D within companies, environment for creativity within each company, amongst a list of other dependant variables which would lead to innovation and increased profits which are not considered. Furthermore the survey stated that the results are not causation, but correlation, with the data being qualitative, and not quantitative. The company that undertook the survey offers services in the areas of diversity consulting, this survey undoubtedly makes there services more appealing to potential clients, it is almost half an advertisement as it is a survey. Not a reliable scientific source to provide to justify removing equality of opportunity with equality of outcome.
I don't fully agree with the concepts of unconscious bias put forward. As far as I am aware there is no evidence or a reliable scientific method developed which successfully identifies negative workplace behaviours and associates its root cause (causation, not correlation) with underlying discriminatory unconscious bias. This workshop emphasis (more than it should) that mistreatment in the workplace is a result of underlying unconscious bias, when it could be due to multiple factors i.e. personality clashes, workplace stress, issues with home life, general disagreement between view points.
If we encourage people to be sceptical that there perceived mistreatment (mistreatment is subjective and depends upon each person and there sensitivity levels) is due to the fact that the perpetrator possesses unaware tendencies to discriminate against race or gender, then this does not foster the best mindset. And may result in people accusing others of discrimination when this is not the case. Why would we encourage something which is not quantifiable and cannot be proven?
If I believe I am mistreated in the workplace I do not directly correlate it with unconscious discrimination against my gender or race as the first point of thought, I do not believe this is the best mindset. |
| Hello, my name’s Eric and I just ran across your website at leedconsulting.com.au...
I found it after a quick search, so your SEO’s working out…
Content looks pretty good…
One thing’s missing though…
A QUICK, EASY way to connect with you NOW.
Because studies show that a web lead like me will only hang out a few seconds – 7 out of 10 disappear almost instantly, Surf Surf Surf… then gone forever.
I have the solution:
Talk With Web Visitor is a software widget that’s works on your site, ready to capture any visitor’s Name, Email address and Phone Number. You’ll know immediately they’re interested and you can call them directly to TALK with them - literally while they’re still on the web looking at your site.
CLICK HERE http://talkwithcustomer.com to try out a Live Demo with Talk With Web Visitor now to see exactly how it works and even give it a try… it could be huge for your business.
Plus, now that you’ve got that phone number, with our new SMS Text With Lead feature, you can automatically start a text (SMS) conversation pronto… which is so powerful, because connecting with someone within the first 5 minutes is 100 times more effective than waiting 30 minutes or more later.
The new text messaging feature lets you follow up regularly with new offers, content links, even just follow up notes to build a relationship.
Everything I’ve just described is extremely simple to implement, cost-effective, and profitable.
CLICK HERE http://talkwithcustomer.com to discover what Talk With Web Visitor can do for your business, potentially converting up to 100X more eyeballs into leads today!
Eric
PS: Talk With Web Visitor offers a FREE 14 days trial – and it even includes International Long Distance Calling.
You have customers waiting to talk with you right now… don’t keep them waiting.
CLICK HERE http://talkwithcustomer.com to try Talk With Web Visitor now.
If you'd like to unsubscribe click here http://talkwithcustomer.com/unsubscribe.aspx?d=leedconsulting.com.au |
| I would have liked to see some more discussion on sexual harassment so that people could be more informed/empowered to report inappropriate behaviours |
|
| Room/venue - A lot of background noise & no door. |
| I think some greater examples of how this might play out day to day to give people a greater perspective on what to look out for and how they might respond. Whether even an element of role play would help to bed down the script in a safe space with real world context (without saying anything offensive in the session of course!)? |
| may be some role playing of situations where you should intercede |
| Better participation from the attendees so we can get others perspective and opinions - some people very quiet |
| no comment |
| I found many people were relating the session from the perspective of when they were " on the outside" rather than seeing situations when they were causing others to feel they were "on the outside". This session however is a step in the right direction for people to be able to start understanding this perspective. |
| Masks! |
| Wearing face masks (not you choice).
Perhaps hearing first hand about more people's negative experiences (anonymously) to help emphasise that everything isn't as rosy as it might seem. |
| More time spent on examples of picking up on red flags & what to do - for both the person with the red flag behaviour and the person receiving it. |
| I found the activities and content was very good as it was engaging and created discussion but understandably trying to fit a large topic such as D&I into a 3 hour workshop, there was always going to be topics that get brushed over due to time constraints this felt very evident in the last hour of the workshop as there was several times where group input was happening but due to time we had to move on. |
| It was a bit rushed at the start as most of us were still in mid conversation with the pair activities we were given to discuss about when Anna had to move on to the next topic. Similarly, there were a lot of valuable slides in the end that were skimmed through due to time constraints. I think most of us would’ve been happier if the workshop was longer because we found it to be very valuable and engaging. We were actually surprised 3.5 hrs had elapsed by the end as were very engaged and wanting more. I personally wouldn’t mind a whole day dedicated to this workshop to keep the conversation going as well. |
| Some of our thinking can be unconscious and needs working on. |
| Perhaps we could've provided more very clear examples of how people face exclusion on a daily basis. I find when I hear clear examples of how someone's actions can be exclusionary this can a) really highlight how my actions can have negative consequences on someone else's wellbeing and b) highlight to me what is and isn't ok and push me to call out such behaviours against me or others. Totally understand there might not be enough time for this though!
I also would've liked to discuss more on the women's prescribed characteristics (not sure exactly the name of this) a bit more. |
| It was not clear at the start that the primary focus of the workshop was around gender, as when the workshop progressed it covered a range of other topics - not that this is a huge issue. |
| You were almost saying that racism/clasiffying people is what we do subconsciously and that is what it is. Cannot get out if it its the norm. WRONG, you basically supported the hitlers in the room. And we on the most part DONT have that issue, you bringing it up and almost preaching it as normal was a total disgrace and it seemed as though you yourself latcj onto those views of classifying people.
In a workplace it is diverse and everyone works professionally which means you learn to get along with different personalities and looks dont matter at all. |
| I believe that the science behind the gender bias was well explained. It was understood that you may come across this due to your unconsciousness. It is really helpful to know that where this bias comes from. However, there was no discussion around turning the unconsciousness to conscious behaviour in the workplace. This is a key behaviour in the workplace which can influence employees and their performance. I believe that considering the items below would have a great impact on people awareness.
The gender bias is not accepted in workplace neither from employees nor from managers/leaders. (This was covered in the training but I believe that it should be clearly euphemised.)
Effect of this behaviour on physical, mental health and performance. (Performance is a key for the businesses which make them to stop the wrongdoing.)
Sharing more situational examples (imaginary)
Solutions to be able switching to consciousness
Thanks |
| N/A. The workshop delivered beyond my expectations of the course. |
| I would have liked a little more time! The discussions were good, but the little habits at the end were a bit rushed so I didn't have a lot of time to take them in / think about them |
| May be reducing it to an hour and half session, it was bit lengthy. |
| Please provide any other feedback or information that might be helpful for Anna for future workshops and/or about your experience of inclusion in the Engineering Team. |
|---|
|
| Effective ways to communicate should be incorporated and should be the forefront. If people have problems with each other, in my experience these tend to not be openly discussed, how can we encourage people to have uncomfortable conversations and address the core issues they are having with other people?
Encouraging blame on unconscious bias is something that I don't believe to be helpful or improve treatment in the workplace. |
| Hello, my name’s Eric and I just ran across your website at leedconsulting.com.au...
I found it after a quick search, so your SEO’s working out…
Content looks pretty good…
One thing’s missing though…
A QUICK, EASY way to connect with you NOW.
Because studies show that a web lead like me will only hang out a few seconds – 7 out of 10 disappear almost instantly, Surf Surf Surf… then gone forever.
I have the solution:
Talk With Web Visitor is a software widget that’s works on your site, ready to capture any visitor’s Name, Email address and Phone Number. You’ll know immediately they’re interested and you can call them directly to TALK with them - literally while they’re still on the web looking at your site.
CLICK HERE http://talkwithcustomer.com to try out a Live Demo with Talk With Web Visitor now to see exactly how it works and even give it a try… it could be huge for your business.
Plus, now that you’ve got that phone number, with our new SMS Text With Lead feature, you can automatically start a text (SMS) conversation pronto… which is so powerful, because connecting with someone within the first 5 minutes is 100 times more effective than waiting 30 minutes or more later.
The new text messaging feature lets you follow up regularly with new offers, content links, even just follow up notes to build a relationship.
Everything I’ve just described is extremely simple to implement, cost-effective, and profitable.
CLICK HERE http://talkwithcustomer.com to discover what Talk With Web Visitor can do for your business, potentially converting up to 100X more eyeballs into leads today!
Eric
PS: Talk With Web Visitor offers a FREE 14 days trial – and it even includes International Long Distance Calling.
You have customers waiting to talk with you right now… don’t keep them waiting.
CLICK HERE http://talkwithcustomer.com to try Talk With Web Visitor now.
If you'd like to unsubscribe click here http://talkwithcustomer.com/unsubscribe.aspx?d=leedconsulting.com.au |
| I was fortunate that I was part of a group where the individuals had self-awareness and were willing to be introspective so the discussion was engaging and respectful.
As it was only a 3 hour workshop, obviously the scope of the training needed to be limited. I see value in a series of workshops which touch on other issues in more depth such as sexual harassment, LGBTQI etc to help with shifting the culture within the engineering to a more inclusive workforce. |
| Anna was excellent at presenting and covering what is a difficult topic for some. |
| possibly quieter meeting room |
| Keep doing what you are doing |
| Thanks Anna , great workshop and content.
Colm 🙂 |
| Anna did a great job of running this type of workshop, where body language and expressions are very important, while everyone is having to wear masks. |
| Like many people, I think I am very inclusive, but I now understand that I may not be as inclusive as I had thought. Perhaps more examples of what type of things people do/say that may upset other people without our realisation. |
| Being an engineering team i think a bit more info on statistics/numbers probably would have been useful/eye opening, such as discrimination in the workplace for different groups |
| This D&I workshop was very good, the content and delivery was engaging since it used peoples experiences in the room and the suggestions given to help make people feel included and given their chance to contribute in most circumstances take no longer than 30 seconds and a sentence to do.
The smaller groups helped make it more personal and made it easier to share and contribute. Anna Lee was a great facilitator who on topics that can be very sensitive was able to create and guide meaningful discussion to ensure that every unique person involved is able to get something from it. As discussed above I wish the workshop had been longer as it felt like some topics that could have been good group discussions or Anna could have dived deeper into were brushed over due to the time constraints. |
| Could we perhaps have the slides circulated out to us as well? Thanks Anna for running the workshops, I think overall it was really informative and will hopefully help out with the culture in the Engineering Team! |
| See above. We more have an issue with people disliking other people based on their personalities and not getting along with them and then going on to bully and harass them just because they dont like them. This is what you need to address, how to NOT do that, NOT preaching that that is the norm. Must change what you talk about or how. People were even uncomfortable when you asked us to basically take steps back in society and start labelling the inner circle and to start BEING gender bias and all other unprofessional misconduct as an apparent learning excercise. We more so need to learn how to be inclusive of different opinions and people which wasn't addressed at all and the message sent was almost this is the inner circle and this is the norm. |
| It may help in receiving more constructive feedback, if the survey was submitted closer to the date of the workshop when it is still fresh in people's minds.
Otherwise great workshop, well delivered, and worked well with the unfortunate lack of diversity in our particular workshop. |
