Question 1 of 10
How would you describe your organization's current approach to attracting and developing diverse talent?
We actively create magnetic environments where diverse talent thrives and refers others
People from all backgrounds naturally want to join and stay with us
We have strong diversity recruiting and most new hires feel welcomed
We're doing well but still working on retention and advancement
We recruit diversely but struggle with creating true belonging
People join but don't always feel they can be authentic
We rely mainly on traditional recruiting and hope for the best
Diversity happens more by chance than by strategic design
Question 2 of 10
In your organization's meetings and decision-making processes, how well are all voices heard?
We have systematic processes that ensure all perspectives contribute to better outcomes
Everyone feels safe to speak up and knows their input shapes decisions
Most people contribute, and we're actively working to include quieter voices
We're aware of participation gaps and addressing them
The same people tend to dominate, but we're starting to notice patterns
We want to be more inclusive but don't have clear systems yet
Meetings follow traditional formats with little attention to participation equity
We haven't really focused on who speaks and who doesn't
Question 3 of 10
How does your organization handle bias, assumptions, and challenging conversations about inclusion?
We create productive tension that leads to breakthrough thinking and systemic change
People expect challenging conversations and see them as growth opportunities
We address bias when we see it and most people are open to feedback
We're building skills for difficult but necessary conversations
We talk about bias in training but struggle to address it in real situations
People know about bias but changing behavior is hard
We avoid challenging conversations and hope bias training is enough
We prefer to keep things comfortable and non-confrontational
Question 4 of 10
How inclusive are your organization's decision-making processes across all levels?
We systematically design decision processes to harness diverse perspectives for better outcomes
Decision quality improves because we include multiple viewpoints
We often seek diverse input and try to make decisions transparently
We're intentional about inclusion, though not always systematic
Some leaders include diverse perspectives, but it's inconsistent across the organization
Inclusion depends more on individual leader style than organizational systems
Decisions are usually made by the same small group with limited input
We follow traditional hierarchical decision-making patterns
Question 5 of 10
How effectively does your organization develop and advance talent from all backgrounds?
We strategically invest in diverse talent development and see exponential capability growth
Our advancement outcomes demonstrate equity across all groups
We have good development programs and are working to ensure equitable access
We track advancement and address gaps when we find them
Development opportunities exist but access isn't always equitable
Some groups advance faster than others despite similar performance
Development is largely informal and depends on individual networking
Advancement opportunities often go to those with existing connections
Question 6 of 10
How does your leadership team model and reinforce inclusion behaviors?
Leaders consistently model inclusion multiplication and are held accountable for inclusive outcomes
Inclusion leadership skills are developed, measured, and rewarded
Most leaders demonstrate inclusive behaviors and receive coaching when needed
We're building a strong foundation of inclusive leadership practices
Some leaders are inclusive but there's inconsistency across the organization
We have pockets of excellence but need more systematic development
Leadership support varies widely depending on individual interest and awareness
Inclusion isn't systematically developed or measured in leaders
Question 7 of 10
How well does your organization measure and track inclusion outcomes (not just activities)?
We track multiplication outcomes: innovation, engagement, retention, and business results across all groups
We can prove inclusion drives measurable business impact
We measure key metrics like engagement, advancement, and retention by demographic groups
We have good data and use it to make improvements
We track some diversity numbers but limited data on inclusion experiences
We know representation but not whether people feel included
We focus mainly on activity metrics like training completion rather than outcomes
We count what we do but don't measure the impact
Question 8 of 10
How does your organization handle resistance or pushback to inclusion efforts?
We transform resistance into productive dialogue that strengthens our inclusion approach
Skeptics become allies through engagement and visible results
We address resistance constructively and most people eventually get on board
We work through challenges with patience and persistence
We encounter resistance but don't always handle it effectively
Some people remain skeptical despite our efforts
We avoid or minimize resistance rather than working through it
We try to work around skeptics rather than engaging them
Question 9 of 10
How well integrated is inclusion into your organization's core business strategy and operations?
Inclusion is embedded in our strategy, operations, and value creation - it's how we do business
Inclusion drives innovation, market reach, and competitive advantage
Inclusion is a strategic priority with dedicated resources and leadership attention
We're building stronger connections between inclusion and business results
Inclusion efforts exist but aren't always aligned with core business priorities
We have programs but they sometimes feel separate from "real work"
Inclusion is handled by HR or a small team with limited organizational integration
Inclusion feels like an add-on rather than core to what we do
Question 10 of 10
What best describes your organization's inclusion culture and overall momentum?
We have a self-reinforcing culture where inclusive behaviors multiply naturally across the organization
People expect inclusion and hold each other accountable for it
We have strong momentum with most people actively supporting inclusion efforts
Inclusion is becoming "how we do things here"
We have pockets of strong inclusion culture but it's not consistent everywhere
Some teams are much more inclusive than others
We're in early stages with limited momentum beyond core advocates
Inclusion depends on individual initiative rather than organizational culture
Based on the Inclusion Multipliersâ„¢ organizational framework
Proven methodology for scaling inclusion impact across organizations
