ASSESSING YOUR CULTURE: How D&I savvy are you?

We all know that when organizational cultures honor, uphold and express values that respect and include others, individual and team performance significantly increases, and the culture thrives.

If you are just beginning to focus on Diversity & Inclusion within your organization, or if it’s been a place of committed effort over years, Congratulations! To add to your focus in this area, you may find it helpful to assess where your organization is strong and not so strong concerning creating a D&I culture that is healthy and flourishing. 

Through the process of this simple survey, you can begin to assess where you need to direct your efforts.

This survey will help you evaluate where your company, small business, or corporation needs support in improving the social working conditions within the business. As you work to strengthen and improve these areas, the social working conditions will improve, and everyone will witness and enjoy the evolution.

As employees at every level experience more inclusion, respect and a sense of belonging, the easier it will be to unite them toward your company’s mission and goals. The more your people experience their social needs being met, the happier they’ll feel, the more they’ll give you their best work, and consequently, the more they’ll provide your business with escalating results.

On a scale of 1 to 10 (with 10 being the highest), how would you rate your organizational culture?

Does Your Culture …

… acknowledge that people do their best work when they’re happy?  ______

… have a clear intention to cultivate harmony and equality among workers?  ______

… demonstrate and express respect and inclusion towards fellow workers?  ______

… know that happy employees have the ability to get their needs met?  ______

… have a support system in place where workers can identify, communicate & negotiate their feelings, needs and requests?  ______

… demonstrate the value of managers and supervisees listening to one another?  ______

… honor and model the practice of open communication, which includes personal and professional honesty, transparency, and vulnerability?  ______

… exhibit a value of caring for others?  ______

… know that when employees feel valued, respected, and included, individual and team performance increases significantly? ______

…respect and support diverse gender identification?  ______

… provide mentoring for individuals within minority groups?  ______

… recruit prospective workers from colleges catering to minorities?  ______

… have a system in place where staff can

build these values and skills?   _____

Circle the response that best describes your organization:

How would you classify the social atmosphere among your employees?

Hostile, Tense, On-Guard, Disrespectful, Vengeful, Biased, Non-Stop Complaints, Elephant-in-the-Room, Amiable, Harmonious, Joyful, Changing all the time

How would you rate the amount of conflict among your coworkers?       Frequent, Occasional, Rare, Never

How would you rate the accounts of sexual harassment among your workforce?     Frequent, Occasional, Rare, Never

How would you rate the accounts of discrimination among your coworkers?    Frequent  Occasional  Rare  Never

How much “work” time is wasted in ironing-out these difficulties?   Low   Medium  High

How would you rate the level of cooperation among team members in your organization?    Low   Medium  High

What percentage of the minorities in your organization need support in finding their voice, speaking up, and feeling free to contribute their full creativity and expertise?

0-25%    25-50%   50-75%   75-100%

What is your company’s return-rate when women take maternity-leave?

0-25%    25-50%   50-75%   75-100%

Review your answers.

Give your organization a score between 1 and 10, (10 being the highest) to best describe the level at which your culture is embracing diversity and inclusion. Put the number here:  _____

Reviewing the survey, you will be able to ascertain where your organization needs to focus and improve, and where you can continue in the same manner.

Thinking carefully about the number you have chosen, consider whether or not your organization could benefit from additional tools and skills to build a culture that not only tolerates differences, but celebrates them. If you do need support, We’re here to help: PeggySpeaks.com