No, we have no understanding.

We think we know the impact.

We think we know the impact but we are open to being wrong.

We have researched the answer and feel like we have a good understanding.

We have researched the answer, have a good understanding, and regularly ask for feedback to make sure.

No, this isn't something that we talk about.

We talk about this if it comes up.

We talk about it but shy away from words that might hurt people.

We talk about it plainly and directly.

We talk about it plainly and directly and have given the team tools to help overcome their discomfort.

No, and we haven't this.

No, but we have plans to work on this.

No, but we are actively working to change this.

Yes, we have made sure that this was done.

Yes, and we have plans to maintain this.

No, we don't have DEI goals.

No, our DEI goals are separate.

Yes, we just started this practice.

Yes, we are doing this and we also include this in our performance ratings and compensation plan.

Yes, DEI goals are fully embedded and viewed the same as all other business goals.

Our core values don't include DE&I language.

Our core values don't include DE&I language right now but we are working on it.

Our core values include some DE&I language but we can do better.

Our core values absolutely include DE&I language.

Our core values have included DE&I language for many years.

We don't talk about differences in people.

We acknowledge differences in people.

We celebrate some differences in people.

We celebrate all of the differences in people that we are aware of.

We provide a safe space for people to talk about their differences so that we learn about properly celebrating differences that we may not even know about.

We don't know what psychological safety is.

We know what psychological safety is but we don't go out of our way to provide it.

We provide psychological safety training to our leaders.

We provide psychological safety training to all of our employees.

We provide psychological safety training to all of our employees and regularly check in to make sure that the environment is psychologically safe for everyone.

We don't put a focus on inclusion.

We are working on getting better at inclusion.

We have several things in place to foster inclusion.

We created ways to foster inclusion several years ago.

We created ways to foster inclusion several years ago and we regularly check in to see if we need to make any tweaks.

When someone has a DE&I complaint we send them to HR.

When someone has a DE&I complaint we have a team that investigates them.

DE&I complaints can be filed anonymously and HR investigates them.

DE&I complaints can be filed anonymously and who investigates it depends on the details of the complaint. Action is taken based on the investigation and typically includes training.

DE&I complaints can be filed anonymously and who investigates it depends on the details of the complaint. Action is taken based on the investigation up to and including termination, no matter where the aggressor is in the hierarchy.

We have a legally compliant HR handbook.

We are legally compliant and work towards creating policies that support DE&I.

We make sure that our policies and process are created with DE&I in mind.

We continue to work on creating policies and processes that support DE&I as DE&I evolves.

We continue to work on creating policies and processes that support DE&I as DE&I evolves and we work on creating best practices.

We don't believe in gender-neutral bathrooms.

We have heard of this but are not sure how to implement it.

We are working on creating some gender-neutral bathrooms.

We have gender-neutral bathrooms and a policy and process in place for any complaints about it.

We have gender-neutral bathrooms and a policy and process in place for any complaints about it which includes providing training to the person with the complaint, if needed.

We don't have anything in place to monitor our DE&I goals.

We don't have anything in place to monitor our DE&I goals but we are working on creating it.

We have a manual process in place to monitor our DE&I goals.

We have an automated process in place to monitor our DE&I goals and we share the status regularly with our leaders.

We have an automated process in place to monitor our DE&I goals and we share the status as a part of sharing our business goals that go out to the public.

We don't have a code of conduct.

We have a code of conduct but we don't have any DE&I language in it.

Our code of conduct has some DE&I language.

Our code of conduct was written with DE&I in mind and contains DE&I language.

Our code of conduct was written with DE&I in mind, contains DE&I language, and is regularly updated.

We don't think about DE&I when we make policies, HR does that.

We sometimes think about DE&I when we make policies and processes but we don't evaluate our policies and processes regularly and it typically isn't a group effort.

We sometimes think about DE&I when we make policies and processes and evaluate our policies and processes regularly. We also try to get as much feedback as we can about them.

We think about DE&I when we make policies and processes and evaluate our policies and processes regularly. We make sure to get input from multiple stakeholders.

We create all of our policies and processes with DE&I in mind and we get input from a diverse group of stakeholders regularly to make necessary changes.

We don't have commitment from everyone for creating a psychologically safe, diverse, inclusive, and equitable organization.

Some of our leaders and employees are committed to creating a psychologically safe, diverse, inclusive, and equitable organization.

Most of our leaders and employees are committed to creating a psychologically safe, diverse, inclusive, and equitable organization.

All of our leaders and employees are committed to creating a psychologically safe, diverse, inclusive, and equitable organization.

Commitment to creating a psychologically safe, diverse, inclusive, and equitable organization is a condition of employment. Employees, including executive leaders, who do not commit to this do not remain employed.

We don't review salary data after hire.

We look at internal salary data but don't necessarily make adjustments.

We look at internal and external salary data and make adjustments that we can.

We look at internal and external salary data and make adjustments. We set aside budget for this each year.

We look at internal and external salary data and make adjustments. We set aside budget for this each year. We also take a deep dive into this data to make sure that the same leaders aren't requiring adjustments for their teams year after year. If we find that, we take action.

We manage performance as needed.

Our performance practice is a regular annual review process.

We are working on making our performance process more equitable.

We have taken steps to make sure our performance process is equitable.

We have taken steps to make sure our performance process is equitable and we regularly review it to make sure that it remains that way.

We don't know what a succession plan is.

We know what a succession plan is but we don't have one.

We have a succession plan and plan to review it with a DE&I lens.

We have a succession plan and review it for diversity.

We create our succession plan with DE&I in mind.

We don't have a mentorship program.

We are working on creating a mentorship program.

We have a mentorship program but it's not well used.

Our mentorship program is used extensively.

Our mentorship program is used extensively and we get regular feedback to make any necessary changes to keep it strong.

We don't offer regular training.

Our managers tell us who needs training.

We offer training if people ask for it.

We have a full training program and we make it available to people in non-discriminatory ways.

We provide internal and external training in non-discriminatory ways and we get regular feedback to make sure that it stays that way.

We just post on our career site.

We plan to look for more diverse places to post our job ads.

We have extensively researched opportunities to place job ads in diverse places and plan to start soon.

We have extensively researched opportunities to place job ads in diverse places and use that data to inform our decisions on where to post ads.

We have extensively researched opportunities to place job ads in diverse places and use that data to inform our decisions on where to post ads. We also make sure that our job ads are inclusive.

Typically the manager or HR does the interview.

We do group interviews but don't really look at the makeup.

Though sometimes a struggle, we are trying to make sure that we have diverse interview panels.

We make sure that we have a diverse group of people conducting interviews.

We always have diverse interview panels because they are a reflection of the diversity in our organization.

We haven't for this.

We are working on creating a non-discriminatory interview process.

Our HR team ensures us that we have a non-discriminatory interview process.

We are confident that our interview process is non-discriminatory.

We are confident that our interview process is non-discriminatory because we have had it reviewed extensively and regularly review it.

We haven't thought of this.

We implemented AI screening to do this.

We are working on implementing a good process for this.

We have researched this extensively and now we remove names from resumes.

We know that AI screening can result in bias so we created a system that allows us to collect demographic data but redacts name, home address, email address, college name & GPA, and graduation dates from resumes during the initial screening process.