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Canesha Henry

Program, Planning and Development

Millard Bingham

25 November 2024

Defining Purpose and Evaluation Questions

Purpose (Expanded):
The DEI training is intended to foster a more inclusive salon environment, improve teamwork, and enhance client experiences by addressing unconscious biases and promoting cultural awareness.

• Key Use: The results will shape policies, procedures, and future DEI-focused initiatives for salons, ensuring lasting impact.

Evaluation Questions (Expanded):

1. Knowledge Gain:

   • How did participants' understanding of DEI concepts change after the training?

   • Are participants able to define and apply concepts like "microaggressions," "cultural competency," or "implicit bias"?

2. Behavioral Changes:

   • Do staff members demonstrate improved respect and communication across diverse groups?

   • Has there been a noticeable shift in customer reviews or employee feedback regarding inclusivity?

3. Program Delivery Effectiveness:

   • Were the training materials engaging and relevant to the salon environment?

   • How well did the trainer adapt to participants' learning needs?

Choosing Data Collection Techniques

Technique Details:

1. Surveys (Pre- and Post-Training):

   • Pre-Training: Gauge baseline understanding of DEI topics (e.g., a Likert scale on familiarity with DEI concepts).

   • Post-Training: Assess improvements using similar questions to highlight learning outcomes.

2. Focus Groups:

   • Conduct discussions with a diverse mix of participants after the training to explore nuanced feedback about its impact and applicability.

3. Customer Feedback Forms:

   • Distribute anonymous surveys to clients to determine whether they feel the salon environment is welcoming and inclusive.

4. Observation of Interactions:

   • Use structured observation checklists to monitor behaviors, such as improved communication and inclusive practices, over three months post-training.

Analysis Procedures

1. Quantitative Data:

   • Use paired t-tests or other statistical methods to compare pre- and post-survey results for significant changes.

   • Track customer satisfaction scores over time and calculate percentages of positive vs. neutral/negative responses.

2. Qualitative Data:

   • Analyze focus group transcripts and open-ended survey responses using thematic analysis to identify recurring themes (e.g., increased awareness, challenges in applying knowledge).

Judging the Program

Criteria (Expanded):

• Knowledge improvement:

  • A threshold of 20% improvement in understanding DEI concepts as measured by post-training surveys.

• Behavioral application:

  • At least 50% of staff demonstrating new inclusive practices (e.g., acknowledging diverse perspectives during team discussions).

• Client satisfaction:

  • An increase in positive inclusivity-related comments by at least 10% in customer reviews within three months.

Timeline, Budget, and Resources

Detailed Timeline:

Budget Details:

Using Evaluation Data Effectively

• Actionable Insights: Use survey and focus group results to highlight specific DEI concepts or scenarios needing reinforcement.

• Long-Term Plans: Implement periodic follow-ups (e.g., annual DEI refreshers).

• Policy Development: Use evaluation outcomes to draft inclusive workplace policies and establish a salon code of conduct.

• Share Results: Prepare a summarized report to share key findings with all stakeholders (owners, staff, and clients).