Evaluate how well your organization integrates inclusion and diversity (I&D) strategies into daily practices that are fair, merit-based, and compliant with Title VII of the Civil Rights Act of 1964.
You’ll learn where your organization currently stands and receive customized resources to help you strengthen your approach and ensure equal opportunity for all. This assessment is purely informational; any audits, assessments, or policy changes related to your workforce should be undertaken with the advice of legal counsel.
Results and Next Steps
Foundational Awareness
Foundational I&D is not yet fully integrated into your business practices. Actions may be ad hoc or compliance-driven, and/or with limited awareness or accountability. Consider setting learning goals to build foundational understanding of I&D strategies using the resources below.
Active Effort
There are early signs of effort, but execution of I&D strategies is inconsistent. Some teams or leaders may be taking initiative, but the organization lacks a clear direction. Consider reviewing existing policies and procedures, suggesting changes, conferring with legal, and securing leadership support for implementing more inclusive practices into systems and tools.
Applied Progress
Your organization has implemented several inclusive practices, but they may not yet be fully embedded or consistently evaluated. Feedback and accountability structures are forming but not codified. Next steps to consider include scaling what’s working, tying I&D efforts to business performance metrics, and establishing accountability across leadership levels.
Integrated Strategy
I&D is integrated into many of your organization’s business processes. Leaders are mostly held accountable, and employees trust feedback channels. There’s a clear focus on fairness, equal opportunity, and psychological safety. Next up for continued I&D integration would be expanding transparency, innovating practices, and closing any remaining accessibility or measurement gaps.
Sustained Impact
Legally compliant I&D practices are core to your business objectives and organizational identity. Your strategies are data-informed, transparent, and widely trusted. Next up: share your knowledge! Consider providing your approach as a case study or mentoring peer organizations. And never stop innovating!
Recommended Resources
Toolkit
Explore SHRM’s BEAM Framework Toolkit for I&D
Feature
Creating Inclusive Infrastructure for Untapped Talent
News
Psychological Safety in the Workplace
Credential
Specialty Credential: AI + HI
Learn
Inclusion & Diversity in the Talent Acquisition Space
Toolkit
Managing Organizational Communication
Toolkit
Managing Employee Surveys
Webinar
Accommodations in the Workplace
Credential
People Analytics — Taking Data-Driven Action
Feature
