Determine your strengths, and your areas of opportunity when it comes to creating more inclusive and equitable work environments.
Place to Start.
It can be hard to quantify the need and articulate exactly what needs to change and how to start working on it. This is where the work of assessment can help. By identifying specific areas of challenge, we can better design strategies to address these needs. Whether you've already done extensive equity audits or you are brand new to the process, we will help you figure out what your next steps need to be.
Our team can work with previously collected data and reports, and we can recommend the right assessment tools to help you determine target areas and goals for culture change within your organization. Based on our initial call, we may recommend that you use one of a variety of assessment tools to dive deeper into the challenges in your organization, so that our work can be targeted and effective.
Internal Equity Assessment
For organizations as the beginning of their culture change journey, we recommend all of the following components of our internal equity assessment process.
Report detailing demographic information regarding race, gender, ability, religion, orientation, and language.
Trends of these demographics across department, location, and hierarchy across a 5 year period.
Review of hiring, onboarding, exiting processes , an examination of functionality and use of feedback mechanisms, decision-making processes, and professional development and promotional practices.
Smaller live discussions with groups based on identity or department with qualitative report documenting experiences. Particularly useful for accessibility and cross-cultural concerns.
Organizational Culture Map
Online survey with an aggregated report highlighting the areas of strength and opportunities to improve in the 5 key culture domains.
Organizational Culture Map
Metrics for Success
Inclusion & Connection
Direction & Purpose
Growth & Change
Autonomy & Agency
Order & Process
The Organizational Culture Map assesses your workplace culture the five characteristics of optimal culture. We are looking to understand the extent to which employees feel able to raise and discuss challenges and make the changes needed to foster more inclusive and equitable practices.
Unlike compliance audits, our process focuses on the extent to which inclusion and equity practices exist from an HR perspective. The report generated provides leadership with key indicators of strengths and opportunities for creating more inclusive policies and intervention strategies.
Our five characteristics are each intrinsically tied to improving the sense of psychological safety, how employees perceive their ability to take interpersonal risks with one another. This in turn is what creates an organization’s ability to hear constructive feedback and make the changes needed to truly further equity and inclusion.
Leading for Equity
As leaders, we need to understand where our own strengths and challenges are within this work, and acknowledge where we can learn and grow as individuals.
We have developed a tool for organizational leaders seeking to center equity in their work and on their teams.
Whether leading a team or a company, the self-assessment is a first step in bringing equity-minded practices in your work. Emerging and established leaders alike can take use this tool to strengthen their teams and services.
TEAM DYNAMIC ASSESSMENTS
We also are familiar with a myriad of teaming assessment instruments. These can provide practical insights into dynamics present and help teams work better together, particularly when combined with a DEI lens. While we do not administer these assessments, we can partner with you to better understand how the results can inform approaches to more equitable and inclusive learning, work, management, and collaboration.
If your organization is already using a particular assessment, we can work with it. We can also help you develop your own internal assessments. Or contact us to learn more about any one of the following tools: