Climate Assessments and Audits

Climate assessments provide a high-level overview of your current organizational climate, whether your DEIA journey is just beginning or well-established. A Climate Assessment can provide critical information for identifying barriers to creating an equitable and inclusive culture. Using a mixed methodology for data collection, we are able to offer specific recommendations for actionable change.

Constituent surveys help organizations gain insights about their constituent demographics and the biases or behaviors that create unwanted barriers. The surveys also allow respondents to generate ideas for improving workplace inclusion. SDI gives your people the opportunity to provide their feedback anonymously.

Focus Groups provide a confidential, small group format for participants to share their experiences. The groups give organizations a deeper understanding of their constituents’ experiences around inclusion and belonging specific to their social and personal identities and/or organizational roles. This process generally uncovers insightful, actionable information that has not been previously captured. Focus Groups give everyone a voice.

Organizational leaders often influence DEIA efforts unknowingly. Using a tailored interview process, SDI illuminates the direction set by the organization’s leadership and offers the opportunity to discuss important topics. These conversations allow SDI to further understand the culture unique to each organization.

SDI offers the Intercultural Development Inventory (IDI) assessment and Emotional Intelligence EQ-i 2.0 and EQ 360 assessments for both individuals and teams. These tools can provide important feedback on areas for both personal and organizational development regarding equity, inclusion, and emotional intelligence. SDI consultants will work with you to identify the right assessment tool for your organization.

Similar to climate assessments, audits help us better understand the effectiveness of your organizations processes in supporting your DEIA commitments. They leverage organizational data to uncover insights about what’s working and where there’s room for improvement. Our experts will work closely with your team to customize audit tactics and goals.

Areas for review include but are not limited to the following:

Taking a thorough look at existing organizational policies and procedures can provide a glimpse into structural roadblocks for your DEIA goals. Whether you utilize a handbook or more informal practices to dictate team procedures, SDI can offer a review and recommendations to improve efficiency and inclusivity.

SDI’s audits offer opportunities to identify barriers, leverage strengths, and create new systems for every area within employee resources, including but not limited to the following:

• Recruiting, hiring, and onboarding
• Equitable development, performance management, and promotion
• Employee engagement

Providing team members with training and educational opportunities is an important way to create an equitable and inclusive workplace. We can identify the effectiveness of existing training programs and recommend SDI educational opportunities customized to your organization’s needs.

SDI offers the Intercultural Development Inventory (IDI) assessment and Emotional Intelligence EQ-i 2.0 and EQ 360 assessments for both individuals and teams. These tools can provide important feedback on areas for both personal and organizational development regarding equity, inclusion, and emotional intelligence. SDI consultants will work with you to identify the right assessment tool for your organization.

Whether you have dedicated resources to address DEIA for team members in your organization, or you’re just getting started, our consultants can work with you to ensure your efforts are robust and impactful. We have experience helping organizations of all sizes create and develop strategic and sustainable DEIA committees and efforts.

ERG, BRG and/or Affinity Groups are effective tools for creating an equitable and inclusive workplace. These groups create opportunities for employees to connect and support each other based on social identities and roles. ERG/BRG/Affinity Groups challenge a top-down approach to DEIA, building capacity for all employees to move DEIA efforts forward. Our consultants can work with an organization to leverage the potential of existing ERG/BRG/Affinity Groups and/or to develop new groups.

Understanding the demographics of the people who make up your organization is essential to improving its inclusivity. If a particular demographic is underrepresented, the people who are a part of it may have a difficult experience feeling seen or heard. Our consultants can help you collect, analyze, and interpret DEIA-related demographic information in order to assess your organization’s climate and culture.