Skip to content

Are you ready to make the leap?

Join us. Put the Spectra Assessment in your D&I toolbox.

Learn About Partnership

Are you ready to make the leap?

Join us. Put the Spectra Assessment in your D&I toolbox.

Learn About Partnership

About Spectra Diversity

Spectra Diversity mission: Spectra Diversity measures diversity, equity and inclusion in small to medium sized businesses, thereby providing data and insights to both individuals and their employers.”

Spectra Diversity began as an idea in 2015 and was officially launched in 2017. Our diversity inclusion experts and founding partners saw a gap in the current diversity and inclusion data collection methods which either measured an organization’s culture or employees and leaders with that organization.

Creating the Spectra Diversity Inclusion Assessment

We closed that gap with the Spectra Diversity Inclusion Assessmentwhich measures both.

Spectra means to look again. Spectra is also used to classify something or suggest it can be classified in terms of its position on a scale between two extreme or opposite points: i.e., “the left or the right of the political spectrum.” It can also mean a wide range: i.e., “self-help books are covering a broader and broader spectrum.” Only with a validated assessment of both individuals and the entire organization is it possible to see the whole D&I spectrum. That’s the key to pinpointing problem areas and implementing custom-made, targeted diversity solutions that will truly make a difference.

Spectra Diversity’s primary product, the Spectra Assessment, is statistically validated – which means it has gone through a rigorous factor analysis.

The Spectra Assessment is designed to help encourage conversation and facilitate education on diversity and inclusion. When organizations use the Spectra Assessment, employees are asked to complete a series of questions about the organization and themselves. This results in an Individual Report about the employee’s beliefs and interpersonal skills related to D&I. In addition, employees answer questions about the organization’s management, culture and practices, policies and procedures which produces an Organization Report.

As diversity inclusion experts, our Founding Partners also recognized an opportunity to assist D&I training facilitators with innovative training materials focused on how to interpret Spectra Assessment data as well as inclusion skill building. This resulted in our second product – the Spectra Diversity Facilitation Kit.

Creating the D&I Facilitation Kit

The Spectra Diversity Powering Inclusive Cultures Facilitation Kit asks what an organization is willing to do to be more inclusive, and provides Five Simple ABCDE Actions to help individuals get there:

1. Acknowledge unconscious bias
2. Be present and pause
3. Consider the other person’s point of view
4. Determine what to do differently
5. Engage others through dialogue

Powering Inclusive Cultures: Measurement Matters

Written by Chris Jones, Spectra Diversity CEO, this book answers all of your critical questions about data-driven DEI. Now available for pre-order! 

Why Measurement Matters

Listen to Chris Jones of Spectra Diversity discuss why measurement matters in DEI work on the Next Pivot Point Podcast.

Chris Jones pointing to Spectra Diversity. Open Minds, Transform Organizations.

Our Change Partners can provide diversity and inclusion training for any organization in need of this service. Learn more about becoming a Spectra Diversity Change Partner.

What are people saying about Spectra Diversity?

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.

—Anita Rowe, Ph.D., Partner, Gardenswartz & Rowe

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.

—Andrea Jerrick, Deputy County Administrator, Polk County Wisconsin

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!

—LaJuana Warren, Tapestry Solutions for Inclusion

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.

—Kristina Smith, D&I Strategists

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.

—Lenora Billings-Harris, Ubuntu Global

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.

—Jamie Moyer (she/they), DEIB+ Change Practitioner, Within Collective

[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. 

—Spectra Diversity Assessment Participant

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].

—Spectra Diversity Assessment Participant

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. 

—Spectra Diversity Assessment Participant

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.

—Anita Rowe, Ph.D., Partner, Gardenswartz & Rowe

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.

—Paolo Guadiano, Chief Scientist, Aleria Research Corporation

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.

—Paolo Guadiano, Chief Scientist, Aleria Research Corporation

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.

—Paolo Guadiano, Chief Scientist, Aleria Research Corporation
Back To Top