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The Diversity, Equity and Inclusion (DEI) Spectrum Tool helps assess where an organization is on its DEI journey and to identifypotential areas for future work.The tool describes organizational components at different points along the DEI continuum for twelve different dimensions ofDEI work: DEI aining DiversityDataCommunityDecisionsAccountabilityI nclusionDEI is a complex process, and every organization’s DEI journey is unique.The scale focuses on five points along the DEI continuum – “Not Yet Started,” “Ready to Start,” “Launched,” “Well on the Way,”and “Exemplary/Leading” – but few organizations’ DEI experiences will fit neatly into these stages.
The descriptions of organizational characteristics at each point in the process are intended to serve as guideposts rather thanfixed stages. Users are encouraged to place a dot on the arrow underneath each DEI dimension to indicate where theorganization is on the continuum in relation to the guideposts.
DEIComponentNot Yet StartedReady to StartLaunchedWell on the WayExemplary/LeadingDoes not see DEI asrelevant to its workRecognizes theimportance of DEI to itswork and is contemplatingits next stepsRecognizes theimportance of DEI to itswork and is in the processof developing a shared DEIvisionHas developed a sharedDEI vision and is workingto align the organization’sprograms and operationswith this visionHas integrated DEI inorganizational mission andvision statements which areactively being used to guidethe organization’s programsand operationsDoes not have an interestin advancing its DEI workIs interested in advancingits DEI work and isconsidering how to do soIs interested in advancingits DEI work and has putsome strategies or actionsin motionIs actively engaged inadvancing its DEI workA commitment to DEI is fullyinstitutionalized throughoutthe organization bothinternally and externallyMembers of management,staff or board have nottaken leadership on DEIissuesA few members ofmanagement, staff orboard are leading the DEIdiscussionA DEI point person orteam is leading theorganization’s DEI workAll levels of management,staff and board are takingleadership on DEI issuesOrganization is a DEI leaderand is helping to build thefield and best practices;leadership demonstratesaccountability to clients,constituents, stakeholdersDoes not have anyDEI-related organizationalpolicies (beyondnon-discriminationpolicies)Does not have, but isinterested in developing,DEI-related organizationalpolicies (beyondnon-discriminationpolicies)May have someDEI-related language insome of its organizationalpoliciesHas DEI policies and/or anorganizational DEI planbut may be unclear abouthow to operationalize itHas DEI policies and anorganizational DEI plan withclear goals, strategies andindicators of progressHas not had internaldiscussions about theorganization’s DEI workHas had some internal DEIdiscussions, but doesn’thave an infrastructure toguide the organization’sDEI workIndividuals or small groupsare guiding internal DEIdiscussions but aren’tintegrated into theorganization as a wholeHas internal committees,affinity groups or otherformal structures focusedon integrating DEI issuesinto the organization’sworkWork on DEI issues isintegrated into every aspectof organizational culture andinfrastructureHas not done any trainingrelated to DEIIs contemplating doingorganizational DEItraining; individual staffmay have done someinitial trainingSome staff or board haveparticipated in DEI-relatedtrainingAll management, staff andboard are involved in DEItraining and capacitybuildingFosters ongoing DEItraining, growth andleadership amongmanagement, staff andboard in line with an equityplan/strategy; staff are heldaccountable to DEI-relatedpracticesDEI aining
DiversityDoesn’t see diversificationof board and staff as apriority; may be paralyzedby the perceivedchallenges or view it asunattainableHas had initial discussionsabout and values the ideaof diversifying its boardand staffBeginning attempts todiversify its board and/orstaff but may not knowhow to do it effectively orhave strategies andsystems in place; may notresult in growing diversityActively works to increasediversity of board andstaff, resulting in growingdiversity;has begun to identify andinstitute retentionstrategies for diverse staffHas policies and strategiesfor strengthening andmaintaining organizationaldiversity; staff and boardrepresent the diversity of thecommunity it serves;effective retention strategiesare implementedDoes not collectdemographic data in itsprogrammatic oroperational workDoes not collectdemographic data in itsprogrammatic oroperational work, butviews this as a future goalCollects somedemographic data in itsprogrammatic oroperational work, but notin a systematic orcomprehensive wayCollects anddisaggregatescomprehensivedemographic data in itsprogrammatic andoperational work but maynot know what to do withthe informationRoutinely collects,disaggregates and analyzesdemographic data for allprogrammatic andoperational work; uses theinformation in planning anddecision-makingDoesn’t express interest inbuilding strongerpartnerships withcommunities facingdisparities; may see it asunrealistic or unimportantto the organization’smissionValues the idea of buildingpartnerships withcommunities facingdisparities, but may notknow how or haverelationships to draw uponIs beginning to buildpartnerships withcommunities facingdisparities but has not yetestablished accountabilityto and meaningfulpartnerships with thesecommunities and mayapproach it in a tokenisticwayActively works to buildpartnerships and trust withcommunities facingdisparities; working tounderstand how toprovide value and supportto these communitiesHas strong, mutuallybeneficial, accountable andequitable partnerships withdiverse organizations andleaders from communitiesfacing disparitiesDEI considerations do notfactor intodecision-makingInterested in factoring DEIconsiderations intodecision-making, but mayview it as an option or anadd-on to coredecision-makingconsiderationsDecisions are occasionallyinfluenced by DEIconsiderations in an adhoc wayDecisions regardingorganizational policies,practices and resourceallocation are informed byDEI considerationsDecisions regardingorganizational policies,practices and resourceallocation are systematicallyguided by DEIconsiderationsDEI-related metrics are notincluded in evaluations ofstaff or programs or inorganizationalaccountabilitymechanismsMay recognize the value ofincluding DEI-relatedmetrics in evaluations ofstaff or programs or inorganizationalaccountabilitymechanisms, but has notmade any plans to do soIs preparing to include oris currently includingDEI-related metrics in afew aspects of theorganization, such as staffand/or boardrepresentation orevaluations of specificprojectsSome of the organization’sstandard evaluation andaccountabilitymechanisms includeDEI-related metricsAll evaluation andaccountability mechanismsfor the organization, itsprojects, programs,management, staff andboard include specificDEI-related metricsDataCommunityDecisionsAccountability
No explicit effort is madeto create an inclusiveatmosphere for staff andboard members fromcommunities facingdisparitiesInclusionValues the idea of beingan inclusive organizationbut tries to achieve this byencouraging staff andboard members fromcommunities facingdisparities to participate inthe dominant cultureThere is an appreciation ofthe voice and perspectiveof staff and boardmembers fromcommunities facingdisparities, particularly inrelation to theorganization’s DEI work,but they are still expectedto conform to thedominant cultureThe voice of staff andboard members fromcommunities facingdisparities is valued and isintegrated into aspects ofthe organization; theorganization is in transitionfrom a dominant culture toan inclusive/ multiculturalcultureAll staff and board feelvalued and all aspects of theorganization reflect thevoice, contributions andinterests of a multiculturalconstituency; theorganization has transitionedto an inclusive/multiculturalculture and has createdsystems, policies andpractices to maintain thisculture
The Diversity, Equity and Inclusion (DEI) Spectrum Tool helps assess where an organization is on its DEI journey and to identify potential areas for future work. The tool describes organizational components at different points along the DEI continuum for twelve different dimensions of DEI work:
