Our Impact 
Evaluation reports, testimonials, articles, program reach, and national study

Evaluation of CCLI found five primary outcomes for participants and institutions:

  1. Participants and institutions broadened their definitions and conceptions of diversity and cultural competency;
  2. Participants and institutions enacted new ways of talking about diversity and cultural competency;
  3. Institutions involved a greater number and breadth of stakeholders in diversity work;
  4. Institutions acted with greater intentionality and adopted clearer and more focused strategies to advance inclusion work; and
  5. Institutions’ activities to foster organizational inclusion were accelerated and enhanced.
Our Reach

Our previous Cohort participants came from 34 diverse institutions around the United States.


CCLI Evaluation
Garibay Group, the CCLI research and evaluation firm, has conducted two different evaluations of the CCLI program. Find those evaluation reports here.

The most recent evaluation indicates that the CCLI cohort model and structure:

  • Helped museums to develop a focused and systematic approach to their DEAI efforts.
  • Impelled participating museums to examine and focus on their internal organizational practices.
  • Pushed participants to take concrete action on DEAI.
  • Served as a community of practice which created opportunities for learning, building capability, sharing knowledge.

“For the first time, our organization had formal, structured discussions about diversity, inclusion, accessibility and how it shows up in our work, resources, practices and language. CCLI served an important catalyst and helped us to build more of this work into our day-to-day practices and to see this as a shared organizational goal. “


Download the reports:

2021 Evaluation Report

2017 Evaluation Report

2016 Evaluation Summary

Highly Recommended
rewarding, beneficial, and really good for staff morale
If I were talking to another Executive Director, I would highly recommend that they think about participating [in CCLI]… As a director you’re pulled in so many different ways everyday, and everything is very deadline oriented, and there are always a number of things in the back of your mind that you want to work on that you never get to work on. This was a chance to really delve into something that was very rewarding, very beneficial to the whole staff, [and] really good for staff morale. Even if you are having a difficult time financially or even if you’re very busy, [participating in CCLI] inspires staff and energizes them. I would highly recommend [CCLI] to another Executive Director.
Suzanne LeBlanc
Executive Director, Long Island Children's Museum
Why are museums wary of new audiences?
Why are museums wary of new audiences?

by Laura Huerta-Migus

Learning Cultural Competence
Learning Cultural Competence

by Jenni Martin, CCLI

5 Things that Museums Can Learn from the Cultural Competence Learning Institute (CCLI)
5 Things that Museums Can Learn from the Cultural Competence Learning Institute (CCLI)

by Claire Pollock, Cincinnati Museum

Tanya Butler-Holder

Benefits of the Cohort Approach

Associate Director of Administration
Long Island Children’s Museum

National Landscape Study

This ground-breaking study was designed to illustrate the current landscape of diversity, equity, accessibility, and inclusion practices across the museum field and, in turn, establish a set of metrics that museums can use to measure the progress of their equity and inclusion work.