PURPOSE & GOALS:
At UC San Diego Library, we are committed to continuously improving equity, diversity, and inclusion (EDI) in our services and team. We aim to inspire all employees to actively advance EDI through a multi-faceted training initiative. This program includes comprehensive training for all staff, with additional leadership development for managers and supervisors. After the training, we evaluated how staff applied what they learned in their roles and in delivering Library services. This feedback is essential for shaping future EDI strategies and ensuring every employee can meaningfully contribute. Rather than focusing solely on learning recall or satisfaction, we prioritized understanding how employees applied the training in real-world settings. This evaluation guides the Library’s strategic planning, fostering continuous improvement by integrating training, evaluation, and employee-driven enhancements.

DESIGN & METHODOLOGY:
We used the CDC’s “Recommended Training Effectiveness Questions for Postcourse Evaluations” to assess how employees applied their EDI training. This evidence-based survey instrument, rooted in adult learning research, examines key areas like knowledge gained, relevance, intent to apply learning, implementation, and the barriers and facilitators encountered. To ensure the evaluation was effective, we developed a logic model that connects survey feedback directly to the Library’s strategic planning for EDI initiatives. This model helps us focus on key areas and ensures the results lead to strategic actions that guide operational improvements.

FINDINGS:
We are currently evaluating several training programs, and this presentation focuses on the completed evaluation of the “EDI in Action” program. The survey captured diverse perspectives and encouraged employees to reflect on their contributions to EDI initiatives. Thematic analysis of open feedback identified key areas for growth, including bias mitigation, communication, advocacy, collaboration, and professional development. These findings also confirmed that our logic model is an effective tool for refining the Library’s EDI strategy. We expect to complete the full evaluation by Fall 2024, providing a more comprehensive understanding.

ACTION & IMPACT:
With the “EDI in Action” program evaluation completed, we continue evaluating the remaining EDI training programs. Once finished, these evaluations will confirm effective learning strategies, highlight professional development needs, showcase achievements, uncover future learning opportunities, and reveal any disparities in EDI support across the staff. These insights will help the Library to offer targeted support and refine its overall EDI strategy.

PRACTICAL IMPLICATIONS & VALUE:
Our approach to EDI development followed a series of focused phases: comprehensive training, evaluation of real-world applications, and strategic planning based on feedback. By linking survey findings directly to strategic actions through a logic model, we aim for these efforts to drive meaningful EDI improvements. The CDC’s training effectiveness tool has been essential in assessing how employees apply their learning, providing practical insights that can shape the Library’s strategic planning and support effective decision-making. Ultimately, evaluating the real-world application of EDI training offers valuable feedback for libraries looking to strengthen their inclusive practices and improve operations.

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