Assessment Content

The objective is to provide a gap analysis with respect to where the organization currently is compared to a potential future state, informed by best practices/benchmarks in the field. Thus, the objective is to identify opportunities and provide recommendations for the prioritization of those opportunities.

Those opportunities are likely to be evidenced at two levels within the organization. An organizational-level assessment will focus on the DEI work the organization has been engaged in to date (i.e., Inclusive Diversity Pillars). At this level, the foci will involve perceptions of the effectiveness and efficiency of this work, satisfaction with the process, and outcomes of this work. Moreover, the foci will be on how this work compares to global DEI practices, standards, and benchmarks.

Opportunities are also likely to emerge from an individual level of assessment. Individual assessments are most helpful when they can be segmented into both work-role (e.g., job status, department) and sociodemographic (Gender, Race, Sexual Orientation) breakouts. This will allow for the identification of “hotspots” for opportunities. The individual level of assessment will focus on attitudes and perceptions of the organization and how one fits within the organization. Focal attitudes and perceptions include the culture/climate of the organization, the degree to which the organization provides an environment that is free from harassment and discrimination, the degree to which the organization is inclusive in its processes and decision-making for all employees, and the degree to which organizational practices and processes are equitable (fair) and transparent. Furthermore, the individual level also provides self-reflection in the form of allowing participants to indicate the degree to which they personally feel included, feel accepted and belong, are treated fairly, are able to be their authentic selves in the workplace, and can voice concerns/complaints without fear of retribution.

Finally, a readiness assessment allows the organization to identify further intervention needs (e.g., training, policy, etc.). The scientific literature suggests that there are six key mechanisms required to mobilize DEI efforts. This key mechanism can be sorted into three primary categories: Attitudes, Norms, and Control Beliefs. By assessing these areas, we can identify opportunities for further interventions focused on overcoming resistance and motivating efforts on DEI in organizations.

Among best practices used for assessing the various DEI foci listed above, we also provide proprietary instruments that allow us to uniquely measure culture and cultural alignment as well as the readiness assessment. Both tools are based on our original research and field practice. Our measures of culture and cultural alignment allow us to use a unique and original mixed methodology using both qualitative and quantitative methods. Several research projects have suggested these to be superior methods of assessing perceptions of culture. Moreover, they are shorter and more efficient measures allowing them to be easily incorporated into surveys without an excessive extension of their length. Likewise, our readiness assessment is based on a well-established body of scientific literature. Moreover, our synchronized usage (across interviews, surveys, focus groups) allows us to identify opportunities and assess the practicality of those opportunities within specific organizational contexts.