Organizational Assessment Diagnostic
Currently, 76% of organizations recognize the value and priority of diversity, equity and inclusion programs, yet only 26% of organizations have goals for leadership in response to diversity, equity and inclusion; 17% have c-suite level diversity management; and 30% have no leadership attending to diversity, equity and inclusion at all.
Benefits of the Organizational Assessment Diagnostic:
The organizational assessment is not designed to embarrass or point fingers, rather it is used to aid organizations in making informed decisions and changes. Diversity, equity and inclusion are broad and complex topics, making it extremely difficult for an organization to address on their own. By utilizing the organizational assessment, you can easily benchmark your current diversity, equity and inclusion programming status and work with Diverse Solutions to improve your practice and meet local, national and global standards. The assessment will also provide a baseline to better understand the current state of organizational culture. Additionally, the assessment puts you in a strong position during a time of political unrest, offering due diligence in terms of attention to diversity, equity and inclusion issues and increasing practical solutions for employees.
Consider the strategy and goals of your organization and choose the answer that most closely applies.
1) What criteria do you use to gauge employee diversity?
a) None
b) Ethnicity, race, gender and sexual orientation
c) Employee experiences
d) B and C
If you chose any option besides "d" perhaps you should consider broadening your definition of diversity. Yes, demographic classifications such as race, sex, etc., do hold value in change. But, a multi-dimensional understanding of diversity increases benefits, reducing potential limitations of homogenous thought.
2) What is the ethnic makeup of your executive leadership team?
a) Mostly White
b) Mostly Indigenous or People of Colour
c) A mix
If you did not choose "c" then your organization should consider diversifying the leadership team. Limited or quantified ethnic diversity can lead to tokenism, out-dated or politically incorrect ideologies and inappropriate or inaccurate language use within the workplace.
3) Employees at my organization demonstrate a commitment to creating an inclusive environment.
a) Yes
b) No
c) I don't know
Diversity alone does not allow an organization to reach its full potential. The appreciation of diversity through inclusive measures enhances employee performance and business outcomes. What accountability measures do you have in place to ensure inclusion?
4) How many unique ethnicities are represented in your workplace?
a) 1-2
b) 3-5
c) 6+
d) Unknown
If you don't know, you definitely should have some concerns! All organizations should be working to increase their representation as much as possible. Recognition and utilization of the diversity within an organization supports creativity and innovation. Hiring like-minded individuals can impact the businesses bottom line, making diversity critical.
5) How long do employees tend to stay with your company?
a) > 1 year
b) 2-4 years
โ c) 5 years +
Recruitment and retention are key indicators of how diverse, equitable and inclusive your organization is. A majority of people cite workplace culture as a driving force to leave an organization, including offensive or stereotypical jokes and unfair behaviour or treatment.
6) Diversity, equity and inclusion are one of my organizations stated values and/or priority areas.
a) Yes
b) No
c) I don't know
Stating organizational values offers employees confirmation that their employer is working to better the workplace culture in their favour, resulting in increased employee engagement. Blatant statements and evidence of diversity, equity and inclusion initiatives promote feelings of inclusion and increase workplace morale.
7) The primary objective of my organizations diversity, equity and inclusion program is to:
a) Comply with legal requirements
b) Enhance external reputation
c) Attract and retain talent
d) Respond to customer expectations
e) Achieve business results
The primary objective or diversity, equity and inclusion programming should be to attract and retain talent, in response to bettering workplace culture. Attention to diversity, equity and inclusion in the workplace not only draws attention of new talent but provides a platform for existing talent to share their invaluable contributions. Additionally, compliance, reputation, customer expectations and business results are simultaneously satisfied through innovative programming implementation.
8) My organization publicly communicates information about diversity goals.
a) Yes
b) No
c) I don't know
Increased and communicated diversity, equity and inclusion strategies increase company reputation and decrease risk when assessment by clientele, talent and investors.
9) Leaders within your organization communicate about diversity...
a) Infrequently or not at all
b) On an ad hoc basis
c) In regular communications focusing on diversity, equity and inclusion
d) During all communication about strategy and goals
Transformational practices performed by leadership within an organization socially levels management with employees, increasing employee satisfaction, fostering inclusion and promoting stronger workplace culture. Leaders but regularly communicate about diversity, equity and inclusion, in all conversations related to organizational goals and development.
10) My organization offers training that focuses on...
a) Non-discrimination and regulatory compliance
b) Overcoming unconscious bias
c) Managing diverse populations
d) Inclusive behaviours
e) Embracing differences in the workplace
f) All of the above
g) None of the above
h) I don't know
Diversity, equity and inclusion programming is extremely complex. There are always new topics to discuss, new training to implement and new awareness to be had. All organizations should be continuously integrating and offering training that focuses not only on the topics listed, but emerging topics within diversity, equity and inclusion work.
How did your organization's performance rank?
Thank you for taking the time to address your organization's current status. That is the first step... and there are always opportunities for continued growth and change!
Moving forward, your findings will be able to support you and your organization on the journey of diversity, equity and inclusion growth. Now, it is critical to understand what is currently happening within your organization and make a plan. So, let us take it from here!
Diverse Solutions Strategy Firm will work utilize your findings to help your organization:
- Gather and analyze data
- Build a diversity, equity and inclusion strategy
- Develop leadership engagement
- Create sustainable changeโ
