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From Performative to Transformative DEI

Are your diversity, equity, and inclusion (DEI) initiatives making a real impact, or are they just ticking boxes? It's time to move beyond the superficial and embrace true transformation. Join us as we explore the journey from performative to transformative DEI strategies. Elevate your organization's approach and drive meaningful change.

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Question 1 of 8

How would you describe your organization’s attitude toward diversity, equity, and inclusion work?

A

(A) We don't have a DEI issue.

B

(B) We have so much going on that it’s hard to get enthusiastic about taking on more work or find the time to dedicate to more work.

C

(C) We’re eager to make changes, but sometimes don't know the right thing to do or say.

D

(D) We’re passionate and embrace the failures as lessons learned, but we can border on burnout at times.

Question 2 of 8

What is the level of understanding people in your organization have about diversity, equity, and inclusion issues?

A

(A) They don’t seem to understand why we should be concerned about diversity, equity, and inclusion.

B

(B) They know it’s important because we've made an official statement about it in the past, but it rarely comes up in discussions.

C

(C) They have some knowledge because we had some trainings and discussions about it, but they crave more.

D

(D) There are varying levels within the entire organization, but our DEI team/committee has a deep understanding. We also have access to an external expert when we need it.

Question 3 of 8

What’s the experience of historically marginalized groups (e.g. people of color, LGBTQ+, women/women-identifying, etc.) in your organization?

A

(A) When I look around, I don’t see many people from historically marginalized groups, to be honest. Any I do see keep to themselves.

B

(B) We have recruitment goals for employees and leaders from some historically marginalized groups; other than that, I’m not sure.

C

(C) We’ve heard from employees and leaders from historically marginalized groups that we have some issues, and we've attempted to address some of them.

D

(D) We have good retention rates for employees of historically marginalized groups and we see a lot of diversity across all levels of employment. It seems like everyone feels like they can bring their full selves to work because their experiences and voices are heard and valued.

Question 4 of 8

Who bears the responsibility for creating a more equitable environment in your organization?

A

(A) There may be a few individuals who are passionate about change, but nothing is happening at the company level.

B

(B) We have a committee of employees who discuss diversity, equity, and inclusion on a volunteer basis above and beyond their job responsibilities.

C

(C) We have a dedicated DEI lead who's full-time job is to advance DEI work across the organization and keep everyone else in the loop.

D

(D) We have a team of dedicated DEI professionals, but everyone (including the CEO) takes ownership and helps advance the organizations' DEI strategy.

Question 5 of 8

When does your organization begin a new diversity, equity, and inclusion initiative?

A

(A) We haven’t had any initiatives yet.

B

(B) They seem to only begin after an incident between employees or with external stakeholders. DEI initiatives seem to quietly go away once conversation about the issue dies down.

C

(C) We’d love to have more regular initiatives, but we aren’t sure how to move forward or to prioritize the many issues we have. They all seem important and urgent, so it can be overwhelming.

D

(D) We have a regular learning cycle and track key performance indicators (KPIs) that informs the DEI initiatives we do. The learning cycles are fueled by internal and external stakeholder feedback about the implementation and outcomes of our DEI initiatives.

Question 6 of 8

What is your organization’s reaction when a diversity, equity, and inclusion initiative doesn’t go according to plan?

A

(A) We haven’t had any initiatives yet.

B

(B) We accept defeat and feel good about the fact that we tried. DEI initiatives start and stop based on the day of the week, available funding, and competing priorities because we don't track any data or metrics to know if the work we are doing is having any impact.

C

(C) We feel disheartened because we put all of our current knowledge into the plan and don’t know where to go when we experience setbacks. We know we've reached the limit of our internal capacity, but are a little hesitant about reaching out to an external expert.

D

(D) We have a process in place that anticipates failure and allows us to make changes so we don’t have to start from scratch. We are in community with other organizations on a similar DEI journey and have access to consultants to help us get unstuck when needed.

Question 7 of 8

How do you know when your organization’s diversity, equity, and inclusion initiatives are working?

A

(A) We haven’t had any initiatives yet.

B

(B) Someone usually gets public recognition at a ceremony or in an email.

C

(C) Oops. We forgot to incorporate a method for measuring success...

D

(D) We track a variety of data and key performance indicators (KPIs) such as improved experiences via surveys and focus groups at the end of an initiative as well as over time.

Question 8 of 8

How would you describe the current level of action your organization has for diversity, equity, and inclusion work?

A

(A) We’ve been avoiding taking action.

B

(B) We’re just doing the bare minimum.

C

(C) We don’t know where to start or we've tried some things, but feel stuck.

D

(D) We have a 3-5 year DEI strategy and we’re methodically advancing toward our DEI goals.

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