How equitable is your workplace?

12 questions to assess equity at every stage of the employee journey

Workplace Equity Platform Quiz

Do you review the demographics of job applicants?

Yes, we review demographics of job applicants and analyze them regularly

Yes, we review demographics of job applicants but do not have a defined cadence for analysis

No, we do not measure job application rates

Do you track how demographic groups advance through your talent acquisition funnel to see if the process is equitable?

Yes, we track our talent acquisition funnel and analyze it on a frequent basis

Yes, we track our talent acquisition funnel but do not have a defined cadence for analysis

No, we do not track our talent acquisition funnel

Which of the following efforts has your organization taken to promote equity in the recruitment and hiring processes?
Select all that apply.

Review job postings for biased language and/or to ensure requirements are clear, objective, and measurable

Partner with third-party organizations to reach a more diverse talent pool

Provide candidate pipeline and hiring targets to recruiters and managers to promote accountability

Create a strategy for changing our employer brand perception in the market

Provide anti-bias training to recruiters and hiring managers

Provide requirements or goals for diverse slates (at least one woman or non-white person in the final candidate list)

Provide requirements or goals for diverse panels (diverse representation on hiring loops)

None of the above

Do you track how demographic groups are promoted in your company to see if the process is equitable?

Yes, we track promotions by demographic groups and analyze them regularly

Yes, we track promotions by demographic groups but do not have a defined cadence for analysis

No, we do not measure promotion rates

Which of the following efforts has your organization taken to promote equity in the recruitment and hiring processes?
Select all that apply.

Provide anti-bias trainings either specifically about promotions, or as a refresher when managers are evaluating employees for potential promotion

Update promotions criteria to ensure they are clear, objective, and measurable

Perform a quantitative analysis of performance reviews by demographics

Provide promotions targets by demographics

Analyze the allocation of strategic, promotable work across demographic groups

Proactively analyze promotion rates before implementation and make corrections before roll out

None of the above

Which of the following actions has your organization done to promote equity in development opportunities?
Select all that apply.

Interview employees across demographic groups and departments to determine if the opportunities are meeting their needs or not

Update eligibility requirements for formal development programs to ensure they are clear, objective, and measurable

Train managers and employees on all available development programs to ensure everyone is aware of the opportunities

None of the above

Do you measure employee engagement by demographic group to see if it’s equitable?

Yes, we include a demographic analysis regularly in our employee engagement reviews

Yes, we have included a demographic analysis in the past, but do not regularly include it

No, we do not analyze demographic trends in employee engagement

Which of the following efforts has your organization taken to promote equity in employee engagement?
Select all that apply.

Interview employees across demographic groups and departments to determine why they are feeling engaged or not

Expand health and wellness benefits to address the needs of specific demographics (e.g. caretaking benefits, health benefits for trans employees, etc.)

Implement meeting and communications recommendations and guidelines to ensure that all employees feel included both in the office and remotely

Train managers on employee engagement strategies

Share demographic trends in engagement with leaders when appropriate

None of the above

Do you conduct pay equity analyses?

Yes, we proactively monitor pay equity on an ongoing basis

Yes, once per quarter

Yes, once every six months

Yes, annually or less frequently

We have conducted a pay equity analysis in the past, but we do not conduct them regularly

No, we have never completed a pay equity analysis

Do you remediate pay inequities that you find?

Yes, we remediate pay inequities as we find them

Yes, we remediate during our annual compensation cycle

No, we do not have a strategy for remediating pay inequities

Who are you disclosing HR and DE&I metrics and progress to?
Select all that apply.

If you are human, leave this field blank.

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