Is your organization grappling with employee disengagement? If you sense the answer is yes, employees may be struggling with feelings of undervaluation, marginalization or isolation, indicating a potential disconnect in your inclusion and belonging (DEIB) values. This shortfall can result in elevated turnover rates, talent acquisition struggles and a lackluster workplace ambiance, directly hindering organizational success and growth.

A DEIB assessment is a crucial initial step toward fostering inclusivity and fairness throughout the workplace.

What is a DEIB assessment?

A DEIB assessment is a thorough evaluation that organizations use to gauge how well they incorporate DEIB principles into their workplace culture and operations. An assessment highlights an organization’s strengths, which can serve as benchmarks for best practices. It also identifies challenges and barriers that might prevent the achievement of DEIB goals; for example, systemic issues or unconscious biases.

Why is a DEIB assessment important?

DEIB assessments help pinpoint areas for improvement and develop strategies that create a more inclusive workplace. This approach helps enable organizations to improve business performance and meet ethical standards.

Impact on employee engagement: Implementing DEIB initiatives based on assessment findings can significantly boost employee engagement and has positive implications for productivity, safety, turnover and more.

Impact on retention: Strong DEIB practices influence employee retention. Research suggests that organizations with effective DEIB initiatives are up to 5.4 times more likely to retain their employees. An inclusive environment reduces employee turnover, lowers recruitment costs and stabilizes the workforce.

Impact on overall organizational performance: DEIB also impacts overall organizational performance. According to McKinsey, diverse and inclusive companies are 35% more likely to outperform their peers. A varied workforce brings diverse perspectives, improving decision-making and problem-solving.

What does a DEIB assessment tell you?

A DEIB assessment targets several key areas:

Workforce demographics

A DEIB assessment provides an analysis of the workforce composition, including factors such as race, age, gender and other pertinent variables. It aims to understand diversity levels and identify any underrepresented groups within the organizations.

Talent acquisition

Examining the recruitment and hiring processes for new employees includes reviewing the crafting of job descriptions, the utilization of advertising channels, and the methods used for screening and selecting candidates.

Performance management

Reviewing the performance management process can help ensure it is unbiased and equitable and that employees have equal access to feedback, development opportunities and promotions.

Employee sentiment

This measures how employees feel about their workplace environment. Evaluators collect data through surveys, interviews or focus groups to gauge employee views on inclusivity, fairness and their sense of belonging.

Leveraging a DEIB assessment to drive meaningful change

While a well-designed DEIB assessment provides a powerful diagnostic tool, it is only the first step. The true value lies in how an organization translates those findings into concrete actions that drive meaningful and sustainable progress. Examples include crafting data-driven DEIB initiatives, implementing targeted programs, updating policies, allocating resources and persistently monitoring impact. Each of these is critical to leveraging the assessment as a catalyst for real transformation. To effectively utilize DEIB assessment findings, we suggest implementing the following best practices:

Develop an action plan based on assessment findings

A DEIB assessment provides information about organizational strengths and weaknesses required to develop a detailed action plan. This plan should outline clear, actionable steps to address identified issues. These could include revising policies, setting diversity targets or instituting inclusivity training.

Implement DEIB initiatives

With the action plan in place, the next step is implementing the proposed DEIB initiatives and programs. Implementation might include launching new recruitment strategies to attract diverse candidates, introducing bias training for managers or establishing mentorship programs to support underrepresented employees. The focus here is on practical changes that can foster a more inclusive organizational culture.

Monitor and evaluate the impact of these initiatives over time

Following the establishment of DEIB initiatives, ongoing evaluation helps measure the impact of specific actions while keeping DEIB efforts aligned with the organization’s long-term goals. Organizations can track progress by setting clear metrics and scheduling regular assessments.

Understanding the DEIB assessment process

With information from a DEIB assessment, organizations can plan and implement targeted actions to overcome any obstacles to achieving their DEIB goals. Further, the information facilitates the alignment of DEIB initiatives with overarching strategic objectives.

A DEIB assessment typically includes the following:

• Data collection methods, such as surveys, interviews and focus groups.
• Analysis techniques, including both qualitative and quantitative approaches.
• Reporting mechanisms that help clearly communicate findings and recommendations to stakeholders.

Four steps to conduct a DEIB assessment

There are several key steps to a DEIB assessment. While it may be tempting to do the assessment in-house, working with a professional DEIB consulting service often achieves the best results. Professional consultants have the experience and expertise to extract meaningful information, offer objective evaluations and make recommendations tailored to your needs.

1. Plan the DEIB assessment

   Begin by defining the goals and scope of the assessment. Determine what you aim to understand or improve, identify key stakeholders and allocate necessary resources. This planning stage sets the foundation for a focused and productive assessment. Clear goals are essential for guiding the entire process.

2. Collect relevant data

   Data collection should include both quantitative and qualitative information. Some of the most common data collection forms include demographic data, surveys, executive sessions, interviews and focus groups. A DEIB consulting service can be invaluable for collecting data efficiently, protecting sensitive company information and providing confidential spaces for employees to express themselves openly.

3. Analyze the data

   Once data is collected, the next step involves quantitative and qualitative analysis. Statistical analysis quantifies the data for spotting significant trends or patterns. Qualitative coding analyzes text responses from surveys, interviews and focus groups to identify central themes and insights.

4. Interpret assessment results

   The last step is to interpret the results by recognizing significant trends, strengths and areas that need improvement. This analysis will guide the development of targeted actions to enhance DEIB within the organization. At this stage, a DEIB consultant can help develop customized strategies that address an organization’s unique challenges and ensure that its DEIB initiatives are aligned and integrated with its overall strategy.

BPM’s DEIB Assessment and Consulting Services

BPM’s DEIB Consulting Services can help you conduct a DEIB assessment of your organization’s current standing — a crucial step in your DEIB journey. The assessment can enhance the effectiveness of DEIB initiatives, leading to improved employee engagement, retention, recruitment, and overall organizational performance.

Contact us today for support in driving meaningful, lasting transformation through DEIB within your organization.