What are 2-3 outcomes a company can expect from SDIA? (After completing the SDIA, an organization will . . .)
- Can be used like a Pulse Survey to get a “reading” and repeat for progress in a year
- Focus on individual results in subsequent educational/training opportunities
- Provide direction for organizational efforts – where is the greatest gap to close?
- Have a clearer picture of their culture as it relates to inclusion – important as organizations compete for increasingly demographically diverse and socially conscious candidates
What “pain” can be addressed by administering SDIA? (What should potential clients listen for?)
- Concerned about attracting top talent
- Who feel restricted from an HR resource perspective but would like to know more about their organizational culture
- Who desire to create a more inclusive culture
- Noticing trends/pains in employer turnover – customer satisfaction data
- Looking for skill development in addressing D&I issues in the workplace
- Provide skill development for enhanced workplace relationships
- Receive a snapshot of personal responses and create own action plan
- Discover the power of implicit bias and its impact on the workplace
What does an organization that’s “ready” for SDIA look like, sound like, act like?
- Express awareness that their culture may not be where it should be
- Concerned about management’s ability to coach and develop all talent within the organization (link to leadership development, coaching skills, managing the talent life cycle)
- Exploring conducting a culture audit or culture engagement survey
- The Leadership team is on board or willing to explore the idea of culture (OR the leadership team has expressed exploring this and don’t know how or what to do next)
What 2-3 questions can help identify organization that would benefit from SDIA?
- Do you have a growth strategy?
- What are they doing around recognition, engagement?
- Have there been a catalyst from (internal or external) pressure to explore this topic?
- Clients that are aware of competitive challenges with perhaps both attracting talent, as well as customer attraction/retention that they need to have a more inclusive culture.
How does the Spectra Diversity Inclusion Assessment™ compare to other similar assessment tools?
At Spectra Diversity, we believe that any self-assessment selected should be appropriate to its intended audience and for its intended purpose. As diversity and inclusion trainers, and consultants, we believe there are many wonderful tools available. We created the Spectra Diversity Inclusion Assessment™ to fill a gap and answer a need that was not being met. We believe that Spectra Diversity Inclusion Assessment™ is the only statistically validated self-assessment that provides data at both an individual and organizational (or team) level. It is particularly useful as an organization-wide or team-based bench-marking tool.
The SDIA is unique because:
- It is a validated tool
- Only tool that has both the org and ind reports for review and customized use
- Two customizable open-ended questions that can provide a bit of a qualitative measure as well
- Quick and easy to implement
- All electronic
- Can break down by demographics (if nine or more in a group)
What is the difference between the IDI and the SDIA?
IDI: Helps individuals and teams assess and reflect on stages of cultural competence. It measures differences and places an individual on a 5-part continuum. Individuals receive an individual report and the team report is a combination of all individual reports (not an organizational snapshot – only aggregate of individual responses). The IDI requires individual coaching based on the IDI Individual Profile Report. Not conducive for group debrief initially. A great start to D&I to help senior leaders explore themselves.
SDIA: Assesses diversity and inclusion Beliefs and Interpersonal Skills at the individual level and places participants (as individuals) on a 5-part continuum. It also assesses diversity and inclusion perceptions related to the organization: Management, Culture and the 3Ps (Policies, Practices Procedures) and places those three categories on their own 5-part continuum. Team responses are provided in the organizational report for both the 2 individual categories and the 3 organizational categories. Powerful way to assess the culture related to D&I and the individual’s self-assessment of skills. Provides direction for the OD consultant to make recommendations and the trainer to guide the focus of the training activities based on objectives.
What browsers does the Spectra Diversity Inclusion Assessment support?
This list is updated as needed. Currently the SDIA is suitable for:
- Internet Explorer 11
This is the latest version available of Internet Explorer
The latest versions of the following browsers:
For iPhone using the latest iOS and Safari versions:
● iPhone 7
● iPhone 6s
● iPhone 5s
For Android using the latest available version of Android and the default browser:
● Samsung Galaxy S7 Edge
● Google Nexus 7C
● LG Nexus 4
● iPad Pro
● iPad Air
● iPad Mini
● Amazon Kindle Fire HD 8.9”
What if one of my teams has just a few members? Won’t the “anonymous” responses no longer be anonymous because someone can figure out who said what?
Anonymity is very important and for this reason we’ve taken several safeguards to protect the identity of those taking the Spectra Diversity Inclusion Assessment™.
First, we have a secure login process to make certain that those taking the assessment are authorized individuals from the organization’s preapproved list. We’ve worked hard to prevent individuals from taking an assessment they are not authorized to take.
The second way we protect participants is by not providing any demographic data to the client or company, if there are nine or fewer in a demographic. For example, if there are only three white females between the ages of 55-64, then the age demographic in its entirety would not be shared. If there were 12 females (of any age) then the gender breakdown would be shared. If there was only one person who identified as Asian-American, then the racial category would not be shared.
A third way to protect individuals is to remove the company or organization from the flow of responses on an individual level. The self-assessment is taken online via the Spectra Diversity server, and the Individual Report is sent to the participants preferred email address – which could be a personal email, rather than a company email.
The data that is shared with the organization is aggregate data.
Once we’ve determined that we have diversity and inclusion issues to work on – how do we address our issues? What is the next step?
Spectra Diversity is currently assembling a list of qualified Diversity and Inclusion consultants and experts who may assist you in planning your next steps. We also offer a debriefing phone consultation, with one or more of our partners, to help you identify potential next steps. Please contact Spectra Diversity for additional information.
How do we communicate to our employees/staff/team members?
We have created communication templates to get you started. Please contact Spectra Diversity to obtain the samples.
I’d like to be a certified Spectra Diversity Inclusion Assessment™ Partner and facilitate the training. How do I do that?
We have a certification process which includes the Facilitator Kit. It is expected that Partners bring prior facilitation experience and not beginners.
Is there a Spectra Diversity Inclusion Assessment™ discount for certified facilitators?
Yes, there is. Please contact us for pricing.
How can an assessment be valid when it uses such simple questions?
Although the result may look simple, it is backed up by science. To develop the items for the profile, three diversity and inclusion experts reviewed the pertinent literature to identify concepts that should be reflected in the items. Weight was given to the most recent publications. Once the concepts were identified, the three experts generated items reflective of the literature review. Further, items from custom assessments developed in the past by the experts were added to the pool of items. The initial pool included 120 items. These items were reviewed by seven additional diversity and inclusion experts who narrowed down the list to 48 items to be used in a pilot study.
Likert scaling, used often in attitude instruments, was chosen for response measurement. Several of the 48 items in the pilot study were reverse-scaled to reduce response set bias. Data were collected via an electronic survey via Survey Monkey. The survey remained open for 3 weeks during which time 750 people accessed the survey. The reliability was measured using an internal consistency formula. Calculations were performed for each of the five categories separately. For each category, questions within a category that reduced the reliability were removed.
Cronbach’s Alpha was measured and ranged from .7 to .9. Typically, greater than .8 is good with greater than .7 being acceptable. Less than .5 is often regarded as unacceptable. A good Cronbach’s Alpha measure doesn’t necessarily indicate unidimensionality. Finally, while several items in the pilot pool of items were reverse scored, only two reverse-scored questions made the cut when optimizing the reliability of each scale.
Thus, the “simple questions” are the product of rigorous validation.