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Equity Consciousness Self-Assessment

 

 The following questions can help you determine which of the four phases of the Equity Consciousness Continuum you or your organization falls in. At Solution Consulting Co. we specialize. in supporting organizations move from performative to transformative DEI. We hope that you can use the results of this self-assessment to better understand when you are and identify concrete steps to move the needle.

 

ARE YOU DOING PERFORMATIVE OR TRANSFORMATIVE DEI?

 

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Question 1 of 9

How would you describe internal and external stakeholders’ awareness about your organization’s stance regarding equity?

A

(A) We don’t talk about equity.

B

(B) Our DEI employees understand what is being asked of them.

C

(C) Everyone in the company has some sort of idea that we’re working toward equity.

D

(D) We’ve shouted it from the rooftops for all to hear and then checked to make sure they heard it.

Question 2 of 9

How would you describe your organization’s attitude toward equity work?

A

(A) We’re worried about saying or going the wrong thing.

B

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

C

(C) We’re eager to make changes.

D

(D) We’re passionate, but we can border on burnout at times.

Question 3 of 9

What’s the experience of people of color in your organization?

A

(A) When I look around, I don’t see many people of color, to be honest. The people of color I do see keep to themselves.

B

(B) We’re meeting our recruitment goals for employees of color; other than that, I’m not sure.

C

(C) We’ve heard from employees and leaders of color that we have some issues, and it’s important to us that we find a way to address them.

D

(D) We have good retention rates for employees of color and we see a lot of diversity across all levels of employment; it seems like everyone feels like see hey can be their best self.

Question 4 of 9

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 equity in addition to their other responsibilities.

C

(C) We have a dedicated DEI team who are in the process of bringing everyone else into the loop.

D

(D) We have a team of dedicated DEI professionals, but everyone from the CEO to the lowest level employee takes ownership.

Question 5 of 9

What is your organization’s reaction when an equity 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.

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.

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.

Question 6 of 9

When does your organization begin a new equity 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. 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.

D

(D) There’s a regular cycle of initiatives based on internal and external stakeholder feedback.

Question 7 of 9

How do you know when your organization’s equity 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) Individuals report improved experiences in surveys and focus groups at the end of an initiative as well as over time.

Question 8 of 9

What is the level of understanding people in your organization have about equity issues?

A

(A)They don’t seem to understand why we should be concerned about race.

B

(B) They know it’s important but only know as much as they’ve been spoonfed by our equity committee.

C

(C) They have some knowledge, but they crave more.

D

(D) There are varying levels within the entire organization, but our DEI team has a deep understanding.

Question 9 of 9

How would you describe the current level of action your organization has for equity 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.

D

(D) We’re methodically chipping away at inequities.

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