Assessment is a key aspect of designing and implementing a relevant D&I strategy as it establishes a baseline and gives valuable information for setting priorities. This tool would be a great help to any organization attempting to leverage diversity and build a culture of inclusion.

In a homogeneous county and seemingly homogeneous workforce, we deepened and broadened the definition of diversity by including all leadership in the organizational results. Our facilitated training on diversity and inclusion piqued interest enough that they now want to create a D&I Council and explore this internally and start an effort…to better serve the community.

I knew what to expect when I received the Organization Report for my client, and when I received my Individual Report, because I had seen samples. What I was blown away by was the quality of the training kit that Spectra Diversity provided to me to use when facilitating a session. It was innovative, fresh and had new activities that I had never seen before. It was absolutely everything I needed. Kudos to Spectra Diversity!

As a Diversity & Inclusion Trainer/Facilitator, I love using the Spectra Diversity Inclusion Assessment. It is so helpful in providing data to our clients. Each person receives individual feedback about where their beliefs and practices around diversity and the organization gets a clear understanding of where the organization’s strengths and areas of opportunity for improvement are. I love using this for pre-post measurement and so do our clients.

Spectra Diversity’s assessment tools are eye-openers for organizations. Being able to understand your employees and the organization as a whole is critical to a successful DEI plan for any size business. Spectra’s Assessment helps fill in the gaps so that organizations can create a more inclusive working environment for all.

If you’re hesitating at all about using the Spectra Diversity Assessment—don’t! My clients love that it gives them an organizational report as well as individual. Chris and Jen are so helpful and are always so kind and patient with my questions. They have helped me and my team through using their tool with a variety of consulting clients, and in my role at the Library. I would recommend them in a heartbeat.

[Our company] should continue to set and meet goals to maintain diversity and inclusion. Current efforts appear to be working effectively, and I believe the results of this survey will help identify any areas that may be lacking. I hope that Management will utilize the results of this survey to promote, build, and strengthen opportunities to create a diverse and inclusive work environment. 

I think this survey is a major step towards improving diversity within the organization. The outreach programs to attract a diverse group of college graduates is going to go a long way to improve diversity among the middle, upper and senior management levels within the [organization].

Providing surveys like this can help maintain a more inclusive workplace. I chose to work for [company name] because their commitment to diversity was more than just lip service on their website. 

An excellent new tool, the Spectra Diversity Inclusion Assessment, a user-friendly online instrument, provides the organization with critical data and actionable feedback. Based on a 5 step developmental model and statistically validated, the instrument’s strength is that it goes beyond measuring individual behaviors and attitudes and assesses management and organizational practices and policies.

Jones is the CEO of Spectra Diversity Inc., a company that helps organizations undertake diversity, equity, and inclusion efforts. The book is effective in explaining why organizations should undertake those efforts and the best way of going about it. Spectra goes beyond short-term workshops that encourage an organization’s employees to embrace DEI values. Instead, it surveys the organization’s management, workers, customers, and if relevant, board, to identify how they perceive the organization’s current DEI culture. From there, Spectra analyzes the survey results and helps management create effective, measurable strategies for improving it.

The people who would find the book most helpful are those who govern and manage organizations and are looking to improve their organizations’ DEI efforts. Although from my experiences, having gone through DEI training in nonprofit organizations and academia, many DEI trainers could greatly improve their effectiveness if they took to heart several lessons that Jones has learned over the years.

The book explains how organizations can benefit by employing people with a wide range of backgrounds, including the usual ones, such as age, gender, sexual orientation, disability, race, and ethnicity. It also addresses one not often covered, employing people with military backgrounds.