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Program Results & Impact

On Individuals

In 2007 CBI engaged an evaluation specialist to conduct a mixed-method study analyzing existing quantitative data, collecting and analyzing new qualitative data, and guiding future data collections and analyses, in order to provide scientifically reliable outcome data related to the impact of LDI on individuals and organizations.

The initial assessment found that LDIers generally believe that LDI supports their organizations’ efforts to be more inclusive and equitable. After completing the LDI program, respondents were significantly more likely to recognize that disparities and discrimination still exist and to know, use, and share tools and resources for influencing around issues of inclusion and equity.

Participants in each LDI class complete pre- and post-program self-assessments, session feedback forms and a final evaluation. Data from these assessments is analyzed and is used to continually refine the program. The percentage of graduates who rate LDI’s effectiveness in increasing their ability to influence for inclusion and equity as “good” or “excellent” consistently exceeds 95%.

Here’s what some LDI participants have to say about their experience:

LDI was valuable/highly valuable for me because…

It gave me tools I can use across both my professional and personal life, inside and outside my organization. LDI was phenomenal. It was well-organized, thought-provoking and brought about intentional change over a period of time. It had just the right amount of push, discussion and interaction. LDI also stimulated me to take an even stronger role in making an impact in my community. LDI exceeded my expectations in terms of giving me specific tools and experiences that I will apply throughout my career and life.

The most important outcome from LDI for my organization is…

Becoming more strategic in our personnel and hiring practices, and better understanding the people we serve.

A greater awareness of inclusion of others not typically included in the decision making process.

A stronger voice at the leadership level pushing our organization to go further and deeper into our work in areas of access, diversity and inclusion I will continue to make inclusion and equity core values of my organization over the long term and to grow the diversity of my staff.

As a representative of a public sector agency, I feel strongly that we have professional obligations to be transparent, to be customer-focused, to mirror our customers. LDI helps forge discussion around the practical application of that principle, and helps leaders – public as well as private – come to terms with whether they are willing to model that principle.

As a result of LDI, what I’ll do more of / less of is… I already thought I was pretty open-minded and broadly connected…now I’ve realized how much further I can expand/grow.

I will be more vocal, when necessary to make those at the table more aware of inequity.

As a newcomer to Charlotte, I have been somewhat reticent about “raising my voice” on local issues of concern. LDI has helped me realize that I can be an advocate for inclusion and equity, even now.

I’ll be more proactive in looking for opportunities to influence. I recognize as a result of LDI that I was too passive, or maybe just unaware, related to inclusion. I now feel more confident in my abilities to influence, and more aware of what to look for.


On Organizations

CBI also conducts periodic organizational surveys to help gauge the impact of LDI on organizations over time. Organizations are asked to consider whether they can identify specific changes related to inclusion and equity as a direct result of their LDI participation. The changes most commonly identified are:

  • Being more intentional about considering diversity in the recruitment and development of board members and staff
  • Having LDI alumni and/or current participants take leadership to support inclusion and equity through a variety of actions
  • Making the organization more willing and better able to engage in conversations about topics related to inclusion and equity
  • Having leaders who influence for and take action on inclusion and equity internally and in how the organization "shows up" in the community
  • Considering inclusion and equity in developing and/or changing organizational plans and goals