You Are Here: Orienting Your Organization’s Antiracist Journey

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1. What actions have you taken so far? (select all that apply)

Made a statement on social media

Hired an external consultant/firm

Assigned a role in our org dedicated to DEI

Hosted trainings/programs/resources around antiracism

Performed a systematic review of company policies and processes with an eye to antiracism

Incorporated DEI work into our organizational goals

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2. Looking at your staff, how would you categorize the level of racial diversity overall?

We have no BIPOC employees

We have some BIPOC on our staff, but fewer than average in our industry

We have an average representation of BIPOC among our staff for our industry

Our leadership team, Board, and employees all have strong representation of BIPOC

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3. What efforts does your organization make to ensure a diverse candidate pool?

None

We include a standard non-discrimination disclosure in job descriptions

We actively recruit diverse candidates

Other / a combination (may include such things as removing the applicants’ name, posting on HBCU job boards, or requiring a certain number of BIPOC candidates in the pool before starting interviews)

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4. How are reports of racial bias handled in your organization?

We handle them quietly with the individuals involved

We review them carefully with a dedicated group and discuss them with our leadership team

We assess the factors and systems that contribute to the bias and involve a diverse group in addressing the issue

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5. Who is involved in your DEI efforts internally?

No one formally participates in DEI efforts at our organization

HR and self-selected individuals throughout the organization

Our entire leadership team

The whole company participates actively in these efforts

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6. What DEI training do you offer?

None

We offer some as part of onboarding, but nothing after that

We’ve had a few ad hoc training/educational sessions

We have regular initiatives, events, and trainings around DEI

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7. What types of formal support structures are in place for individuals interested in antiracist efforts?

None — employees do it on their own time

We have employee resources groups/affinity groups for those interested

We actively provide space, time, and resources for employees to engage in DEI efforts, including formal groups

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8. What do you perceive as your DEI goals as an organization?

We don’t have any

To avoid public missteps

To ensure a welcoming and diverse workforce

To actively pursue an antiracist culture

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9. How do you measure your DEI efforts? (select all that apply)

Via racial representation statistics

Via culture/climate surveys

Via metrics on things like applicant pools, policies/practices, and industry benchmarking

Via external assessments

By tying them to key strategic organizational goals and metrics

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10. How often do you discuss DEI topics as a leadership team?

Never

Only when a complaint arises or when national/social events bring them to the foreground

We proactively discuss DEI issues as part of our regular leadership plan

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11. What is your organization’s level of transparency around DEI efforts?

None

We share it internally and externally

We openly and actively involve employees in planning activities

We actively share information and data internally and externally but do not include stats that may not reflect well on us

We actively share information and data internally and externally, including stats that may not reflect well on us

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12. What level of investment does your organization make in antiracist efforts?

None

We invest only our time

We invest our time and occasional funds for specific trainings

We commit a dedicated budget to DEI efforts

We commit funds to staff focused on DEI work, to addressing salary disparities, to ongoing training and programs, and to active recruitment of diverse candidate pools