How equitable is your workplace? 12 questions to assess equity at every stage of the employee journey Workplace Equity Platform Quiz 01What data are you collecting about your employees? Select all that apply. Age Sex (binary) Gender identity (nonbinary) Race/ethnicity Disability status (including neurodiversity) Education Marital/civil status Primary language spoken Sexual orientation Caregiver status We are not collecting any of this information. 02Do 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 03Do 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 04Which 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 05Do 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 06Which 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 07Which 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 08Do 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 09Which 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 10Do 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 11Do 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 12Who are you disclosing HR and DE&I metrics and progress to? Select all that apply. A small working group Our board of directors Our investors The executive leadership team Managers and above All employees The public If you are human, leave this field blank. ContinueSubmit Use Shift+Tab to go back
