RIRT Organizational Assessment

Please select the answer that best matches your organization based on your perspective of the organization. The questions are broken out into 6 categories: Leadership, Culture, Infrastructure, Organizational Commitment, Talent Management, and Talent Acquisition.
This assessment may take 10-20 minutes to complete.
First up, what should we call you?

Leadership: My organization understands the impact of having diverse teams.



We talk about it plainly and directly and have given the team tools to help overcome their discomfort.
Leadership: The makeup of our leadership team reflects the staff and our community.
Leadership: The business goals that we are measured on include DEI goals.

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.
Culture: Our core values include DE&I language.

Our core values don't include DE&I language right now but we are working on it.
Culture: We celebrate the differences that people bring to the organization.

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.
Culture: Our leaders make sure that they create psychologically safe environments.

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

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.
Culture: Being inclusive is second nature in our organization.

We created ways to foster inclusion several years ago and we regularly check in to see if we need to make any tweaks.
Culture: Complaints about DE&I, leadership, and ethics issues can be filed anonymously and are followed up on appropriately.

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.

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.
Infrastructure: We have policies and processes in place that fully support DE&I.

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.
Infrastructure: We have 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.
Infrastructure: We have policies and processes in place to regularly track and monitor all of 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 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.

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 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 are working on putting something in place that will allow our leaders to get feedback.

We have a system in place to make sure that our leaders receive feedback on a regular basis.

We have a system in place to make sure that our leaders receive feedback on a regular basis and we regularly follow up to make sure they are taking action on the feedback that they receive.

We recognize our employees regularly and we have a system in place that lets us recognize and reward our employees that tracks who is recognized, for what purpose, and when they are recognized.

We recognize our employees regularly and we have a system in place that lets us recognize and reward our employees based on their preferences that tracks who is recognized, for what purpose, when they are recognized. We review this data on a regular basis to make sure that rewards are being distributed appropriately.

We have a leadership development program with a training program that we offer to our current leaders.

We have a leadership development program that we offer to current leaders and employees who are on succession plans.

We recognize our employees often and we have a system in place that lets us recognize and reward our employees based on their preferences that tracks who is recognized, for what purpose, when they are recognized. We review this data on a regular basis to make sure that rewards are being distributed appropriately.

We share most information with all company leaders including progress to operational and financial goals.

We share most information with all of our employees including progress to operational and financial goals.

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 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 have taken steps to make sure our performance process is equitable and we regularly review it to make sure that it remains that way.
Talent Management: We have a strong mentorship program.

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

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.
Talent Acquisition: We place job ads in diverse places to attract diverse candidates.

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

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.
Talent Acquisition: We have 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 because we have had it reviewed extensively and regularly review it.
Talent Acquisition: We removed as much bias from our initial screening process as possible.

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.
Talent Acquisition: We take our candidate experience as seriously as we take our employee experience and consider it to be an extension of our onboarding process, so we track metrics including sourcing, quality of hire, rejection rates, and employee referrals.

We have a system that tracks our metrics automatically and we make changes to our processes based on the data.
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