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Diversity Culture MRI Assessment

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Take this 7-minute assessment to measure where your workplace diversity culture is now compared to your vision!

Great organizations have winning cultures of unity that celebrate diversity. Winning cultures are all about teams who are totally unified, completely focused on winning and celebrate diversity as a distinct advantage that contributes to their overall success as a team as well as the success of each individual team member. That’s what excellent workplace diversity is all about. This assessment or MRI will measure both your desired diversity culture (how you want it to be-BLUE) as well as your actual diversity culture (how it is now-GREEN). When you finish the 7-minute exercise, the assessment will benchmark your organization, team, or employee(s) against the world’s best from the Excellent Cultures 40+ year benchmark as well as against your own vision of the desired diversity culture that you want to build.

You can also receive a detailed report that will identify specific areas for focusing your improvement efforts.

Instructions

ANSWER EACH OF THE 10 QUESTIONS TWICE: "Desired" for the culture you desire (BLUE) and "Actual" for your existing culture (GREEN). None of the answers will be exact so select the two answers that come closest to your “Desired” and “Actual” responses for each question.
YOUR ANSWERS ARE COMPLETELY ANONYMOUS.
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ANSWER EACH OF THE 10 QUESTIONS TWICE: "Desired" for the culture you desire (BLUE) and "Actual" for your existing culture (GREEN). None of the answers will be exact so select the two answers that come closest to your “Desired” and “Actual” responses for each question.

Desired Culture

Actual Culture
Environment
1. How do our people view workplace diversity?*
- It’s a bunch of stupid HR bunk.
- It’s a legal and government mandate that we have to put up with.
- It’s a sign of the times so we might as well deal with it.
- It’s a critical ingredient to our success so we embrace it every way we can.
- We celebrate it because we know that it’s what gives us tremendous advantages over our competitors.
Desired: 1. How do our people view workplace diversity?*
- It’s a bunch of stupid HR bunk.
- It’s a legal and government mandate that we have to put up with.
- It’s a sign of the times so we might as well deal with it.
- It’s a critical ingredient to our success so we embrace it every way we can.
- We celebrate it because we know that it’s what gives us tremendous advantages over our competitors.
2. How do our people feel about team members who are significantly different from themselves?*
- We put up with them so that we don’t get fired.
- We tolerate them because we have to or get shunned.
- They are necessary because they help us see our work differently.
- We need different types of people because differences are good for us.
- We celebrate them because they make us stronger as a team.
Desired: 2. How do our people feel about team members who are significantly different from themselves?*
- We put up with them so that we don’t get fired.
- We tolerate them because we have to or get shunned.
- They are necessary because they help us see our work differently.
- We need different types of people because differences are good for us.
- We celebrate them because they make us stronger as a team.
3. How do we view ethnic relations between employees?*
- We tolerate the differences because we don’t want to be labeled as bigots.
- We try to get along but really don’t feel comfortable around people who are so different.
- We’re nice to each other but it’s pretty difficult.
- We’re glad that we have different ethnicities where we work because we’re in tune with the times.
- We celebrate the differences and love interacting with each other because it makes us so much stronger as a team.
Desired: 3. How do we view ethnic relations between employees?*
- We tolerate the differences because we don’t want to be labeled as bigots.
- We try to get along but really don’t feel comfortable around people who are so different.
- We’re nice to each other but it’s pretty difficult.
- We’re glad that we have different ethnicities where we work because we’re in tune with the times.
- We celebrate the differences and love interacting with each other because it makes us so much stronger as a team.
4. How do we handle disagreements among diverse factions on our team or in our organization?*
- We avoid them as much as possible so that we can get our work done.
- We send them to HR so that they can deal with them.
- We get them settled as fast as we can so we can get back to doing what really matters.
- We listen as best we can and make the best decision we can, hoping that it lasts.
- We invest valuable time in truly listening to everyone’s point of view and make a collective decision that lasts.
Desired: 4. How do we handle disagreements among diverse factions on our team or in our organization?*
- We avoid them as much as possible so that we can get our work done.
- We send them to HR so that they can deal with them.
- We get them settled as fast as we can so we can get back to doing what really matters.
- We listen as best we can and make the best decision we can, hoping that it lasts.
- We invest valuable time in truly listening to everyone’s point of view and make a collective decision that lasts.

ANSWER EACH OF THE 10 QUESTIONS TWICE: "Desired" for the culture you desire (BLUE) and "Actual" for your existing culture (GREEN). None of the answers will be exact so select the two answers that come closest to your “Desired” and “Actual” responses for each question.

Desired Culture

Actual Culture
Leadership
5. How do we go about hiring for diversity?*
- We don’t care about diversity we just want results.
- We have a long history of which candidates best fit our culture and stick by it irrespective of diversity.
- We have a quota system to ensure diversity and do our best to live by it.
- We focus on looking for diverse candidates first and then hire the best individual.
- We reach out to every possible qualified candidate and do our best to both keep a healthy balance as well as hire the most qualified individual for the job.
Desired: 5. How do we go about hiring for diversity?*
- We don’t care about diversity we just want results.
- We have a long history of which candidates best fit our culture and stick by it irrespective of diversity.
- We have a quota system to ensure diversity and do our best to live by it.
- We focus on looking for diverse candidates first and then hire the best individual.
- We reach out to every possible qualified candidate and do our best to both keep a healthy balance as well as hire the most qualified individual for the job.
6. How do leaders view the role of Diversity, Equity, and Inclusion in our organization’s success?*
- DE&I conversation improves the optics to be socially acceptable, but it doesn’t really fit into our organizational culture.
- They include DE&I targets in their goal setting out of obligation, but few have leadership behaviors that reinforce it within their respective scopes of responsibility.
- They understand that the organization values DE&I and accept goals and timetables but do not feel individual ownership.
- They understand that DE&I is the result of their own leadership mindset and take action to change, create, and sustain an environment where all employees feel respected.
- They collectively and individually value it as well as embrace full responsibility and ownership to integrate it into every aspect of organizational strategy and tactics.
Desired: 6. How do leaders view the role of Diversity, Equity, and Inclusion in our organization’s success?*
- DE&I conversation improves the optics to be socially acceptable, but it doesn’t really fit into our organizational culture.
- They include DE&I targets in their goal setting out of obligation, but few have leadership behaviors that reinforce it within their respective scopes of responsibility.
- They understand that the organization values DE&I and accept goals and timetables but do not feel individual ownership.
- They understand that DE&I is the result of their own leadership mindset and take action to change, create, and sustain an environment where all employees feel respected.
- They collectively and individually value it as well as embrace full responsibility and ownership to integrate it into every aspect of organizational strategy and tactics.

ANSWER EACH OF THE 10 QUESTIONS TWICE: "Desired" for the culture you desire (BLUE) and "Actual" for your existing culture (GREEN). None of the answers will be exact so select the two answers that come closest to your “Desired” and “Actual” responses for each question.

Desired Culture

Actual Culture
People
7. How do we view opportunities for women and other minority groups?*
- We need to have some women and minorities in leadership and on our team so that we don’t look bad.
- We have to include women and minorities to meet our quotas.
- Women and minorities need to be treated equally because it’s the right thing to do.
- It’s important that we have some women and minorities on our team because they add value.
- We want the best and most qualified people to get the jobs and promotions and reward them because they strengthen our team.
Desired: 7. How do we view opportunities for women and other minority groups?*
- We need to have some women and minorities in leadership and on our team so that we don’t look bad.
- We have to include women and minorities to meet our quotas.
- Women and minorities need to be treated equally because it’s the right thing to do.
- It’s important that we have some women and minorities on our team because they add value.
- We want the best and most qualified people to get the jobs and promotions and reward them because they strengthen our team.
8. How do our employees view Diversity, Equity, and Inclusion?*
- DE&I is a waste of time. It doesn’t work and is causing internal conflict as well as good people to be passed over for promotion.
- DE&I is the latest flavor of the month. We talk about it but don’t really believe in it and thus make little or no progress in changing the reality of the employee experience.
- DE&I Programs, goals, and timetables are in place, company policies and practices are communicated, and we receive DE&I training but it isn’t really believed or lived out.
- We have DE&I objectives and programs in place as well as communication about performance against goals. There is progress in numbers and timetables, but environmentally much still needs to be done.
- We really believe in the value of DE&I at all levels. It’s part of our fiber and who we are. We individually and collectively do our best to not just talk it but live it.
Desired: 8. How do our employees view Diversity, Equity, and Inclusion?*
- DE&I is a waste of time. It doesn’t work and is causing internal conflict as well as good people to be passed over for promotion.
- DE&I is the latest flavor of the month. We talk about it but don’t really believe in it and thus make little or no progress in changing the reality of the employee experience.
- DE&I Programs, goals, and timetables are in place, company policies and practices are communicated, and we receive DE&I training but it isn’t really believed or lived out.
- We have DE&I objectives and programs in place as well as communication about performance against goals. There is progress in numbers and timetables, but environmentally much still needs to be done.
- We really believe in the value of DE&I at all levels. It’s part of our fiber and who we are. We individually and collectively do our best to not just talk it but live it.
9. How do our people view Diversity and Inclusion Training?*
- Why are we wasting so much time addressing challenges that we don’t have?
- We require every employee to participate in it and they reluctantly show up.
- We use an on-line D&I training program when the need arises so we can check the box and comply.
- We offer it and employees can select D&I on-line training if they desire.
- They eagerly look forward to it because they really want to learn how to do a better job of living out true unity that celebrates diversity.
Desired: 9. How do our people view Diversity and Inclusion Training?*
- Why are we wasting so much time addressing challenges that we don’t have?
- We require every employee to participate in it and they reluctantly show up.
- We use an on-line D&I training program when the need arises so we can check the box and comply.
- We offer it and employees can select D&I on-line training if they desire.
- They eagerly look forward to it because they really want to learn how to do a better job of living out true unity that celebrates diversity.
10. What do our people truly believe about the importance of unity and being unified as a team?*
- Who cares, I’m only interested in what’s in it for me.
- We’re too busy covering ourselves to even think about it.
- We can take it or leave it, we’ll succeed anyway.
- It’s a valuable component to who we are and what we do.
- It’s the most important thing to our collective success.
Desired: 10. What do our people truly believe about the importance of unity and being unified as a team?*
- Who cares, I’m only interested in what’s in it for me.
- We’re too busy covering ourselves to even think about it.
- We can take it or leave it, we’ll succeed anyway.
- It’s a valuable component to who we are and what we do.
- It’s the most important thing to our collective success.

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