PART TWO – Your Organization’s DEI-related Beliefs & Perceptions
Participants will assess their own organization’s DEI-related beliefs and perceptions by comparing them to actual culture assessment results and then collaboratively identify areas of strength and opportunity.
A. Group discussion: Before sharing the organizational culture assessment results, the facilitator will ask participants a few questions from the culture assessment to assess what they believe to be true compared to actual results. ***There may only be time to share small portion of the results, so choose a handful of insights you want to share or if there is not time for this, move onto reviewing a portion of the assessment results***
- What do you think your candidate pool looks like? Where are your candidates typically sourced from?
- List 5 of your divisions/departments; which groups are represented there?
- Which groups are getting promoted across groups?
- How satisfied are your employees on a scale of 1-5?
- Do your employees feel recognized?
- What percent of your employees have experienced microaggressions in the workplace?
B. Review culture assessment results and action planning: After presenting a portion of the results and a summary of findings, ask the group the following questions and post answers on the whiteboard.
- What was surprising or stood out?
- What are the strengths of our culture?
- What areas require improvement?
- Were there discrepancies in perceptions (leadership, employees, different departments)?
- What impact is the current culture having on employee engagement and performance?
- What 3 immediate actions should be taken?
- What metrics will we use to measure progress?
- How will leadership be responsible for results?
- Who will be responsible for implementing actions, and what are the timelines for each step?