EDI Baseline Assessment – Organization

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Your organization has clearly articulated why EDI is a priority for us and the long-term vision we have for our future because of it.

Your organization’s EDI priorities are a reflection of and are fully aligned with our mission, vision, and values.

Your organization has built broad consensus on an overarching EDI strategy.

Your organization has clearly articulated strategic objectives that are fully aligned with its overarching purpose and strategy.

Your organization has publicly, transparently, and robustly disclosed our EDI aspirations along with our progress and accomplishments.

Your organization intentionally sets the tone and direction for its EDI strategy and has ingrained it in organizational culture (structures, systems, processes, programs, policies, and behaviors).

Your organization’s Board, CEO, Executives, Managers, and employees have a shared commitment to EDI.

Your organization ensures it dedicates sufficient resources to support EDI initiatives (funding, space, time, people, etc.)

Your organization’s EDI strategy includes clear roles and accountabilities along with initiatives that are aligned with and customized to the organization’s EDI needs and challenges.

Your organization’s Board of Directors is a leader and example in EDI and has ensured a governance model that provides exemplary direction and control for the agreed EDI strategy.

Your organization respects the unique traits that individuals possess in both their inherent diversity, (e.g., race, gender, sexual orientation, or disability) and their acquired diversity, (e.g., diversity of thought, cross-cultural communication, language, or social skills.)

Your organization has developed and implemented systems and processes that ensure diversity is optimized across all levels of the organization.

Your organization strikes diverse task forces, working groups and committees that assume people are valued for what they offer, not because they need a representative from an identity group.

Your organization empowers and ensures Managers play a key role in successful implementation of EDI. For example, they are trained to leverage the strategy in their departments by modeling inclusive behaviors and sharing learning resources.

Your organization is visibly diverse at all levels which includes the Board of Directors, CEO, Executives, Managers, and Employees. For example, people can easily see and count on looking at any level in the organization and seeing people (i.e., more than just a “token” individual) who belong to their identity group.

Your organization ‘s Board, CEO, Executives, Managers, and employees are careful not to engage in preferential treatment of some group members over others.

Your organization conducts systematic, consistent, and frequent scans to measures, and assesses progress toward its diversity objectives.

Your organization has built a deeply trusted and respectful culture of diversity that people can count on.

Your organization has agreed on and implemented non-discrimination policies, rules, and regulations in support of our diversity efforts and strategy.

Your organization’s talent and performance management system accurately reflects our diversity strategy and objectives, from talent acquisition to onboarding, retention, promotion, resourcing, compensation, and offboarding.

Your organization treats all its people fairly while considering individual differences, recognizing that fairness looks different based on an individual’s power and privilege in society, and accommodates for those differences.

Your organization has leadership development and mentoring systems and processes in place that will ensure the ongoing success of employees who are (or may have historically been) underrepresented in positions of leadership and influence within the organization.

Your organization‘s Board, CEO, Executive Team and Managers use their influence to reduce inequities that might exist across all employee groups and levels.

Your organization has an environment that ensures all employees are rewarded equitably for their work, such as always providing "equal pay for equal work."

Your organization provides safe ways for employees to voice their grievances.

Your organization has a fair promotion process free of discrimination and bias of any kind.

Your organization’s people can count on receiving fair performance reviews free of discrimination and bias of any kind.

Your organization has proactively searched for and removed any systemic inequalities or intentional practices that would maintain inequities such as wage secrecy policies or compensation differentials based on any aspect of diversity (e.g., gender, visible, etc.)

Your organization provides mandatory, ongoing anti-bias training for the Board, CEO, Executives, Managers, and employees, at all levels, with an aim to remove biases that lead to and reinforce inequities, for example sexism, racism, agism, etc.

Your organization holds the Board, CEO, Executives and Managers accountable through the formal annual evaluation and compensation system for actioning EDI strategy and initiatives (e.g., modeling equitable and inclusive behaviors, being accountable for developing diverse talents.)

Your organization is an organization where all employees feel a sense of belonging, valued for their differences, and empowered to participate and contribute freely.

Your organization believes fundamentally in inclusion and consistently conducts itself in full alignment with that belief.

Your organization fairly implements best practices in inclusion.

Your organization’s Board, CEO, Executives, Managers, and employees feel emotionally safe enough to be able to share an authentic, collective commitment to learning from and collaborate with each other.

Your organization’s Board, CEO, Executives, Managers, and employees experience high levels of trust and consistently and openly demonstrate deep respect and appreciation for others in both their verbal and non-verbal communications with one another.

Your organization’s Board, CEO, Executives, Managers, and employees regularly create opportunities to encourage people to share personal experiences by doing so themselves.

Your organization’s Board, CEO, Executives, Managers, and employees receive mandatory training in recognizing, challenging, and removing microaggressions in both themselves and others (for example covert acts of sexism and other inequities common in the workplace.)

Your organization provides mandatory training in how to create and maintain an inclusive workplace to help people understand why inclusion is important.

Your organization‘s people are valued for who they are as people, not just for the jobs they fulfill.

Your organization‘s Board, CEO, Executives, and Managers ask others about what they know, think, or feel, especially when their perspective may be different. They listen to those answers in ways that allow them to respond with understanding rather than playing the critic. And they seek feedback on decisions that may have a direct impact on them (prior to making them.)