Inclusion Self Assessment

Stage 1

When developing or reviewing people-related policies, which best reflects your organisation’s current approach?

☐ We rely largely on what feels like common sense and generally accepted norms
☐ We have some awareness of legal requirements, but interpretation varies

 

Stage 2

Which statement most closely reflects how difference is talked about in your organisation?

☐ We believe we already have sufficient diversity, and people are expected to adapt to existing norms
☐ We value diversity, but expect a degree of fit with how things are currently done
☐ We regularly pause to ask whether our ways of working still serve the people in them

 

Stage 3

How consistent is the experience of inclusion across your organisation?

☐ We believe our intentions and behaviours are largely aligned across the organisation
☐ Experiences vary, depending on team, role, or manager
☐ We actively seek and act on staff feedback to understand where experience and intention diverge

 

Stage 4

When it comes to making changes related to inclusion, which best reflects what your organisation does most often?

☐ We tend to act in response to issues, feedback, or challenges once they are raised
☐ We have ongoing work underway and regularly make improvements without needing a specific prompt

 

Stage 5

When inclusion-related change happens in your organisation, what most often initiates the work?

☐ Issues, concerns, or feedback that highlight a problem
☐ Scheduled reviews, programmes, or systematised processes
☐ Anticipating change through ongoing learning, legal insight, and early signals

 

 

Crossover Questions

 

These questions cut across all stages and help explain why an organisation operates as it does.

 

Crossover 1: Dominant decision logic

When your organisation needs to decide how to respond to inclusion-related issues, what most often shapes the approach taken?

☐ What feels like common sense or the prevailing view
☐ The loudest concerns or most persistent voices
☐ Legal or regulatory requirements
☐ A considered balance of legal clarity, lived experience, and organisational values

 

Crossover 2: Role of values

Which statement best reflects the role organisational values play in everyday decisions and behaviour?

☐ Our values are largely implicit and assumed to be understood
☐ Our values are written down and communicated, but interpretation varies
☐ Our values are actively taught and referenced, though not always applied consistently
☐ Our values are embedded in policies, decision-making, and how behaviour is addressed

 

Crossover 3: Response to pushback

When inclusion-related changes are questioned or resisted, what typically happens next?

☐ The issue is avoided or softened to maintain harmony
☐ The loudest or most senior view prevails
☐ The change proceeds only if it is mandated
☐ The organisation stays engaged and works through the discomfort

 

Crossover 4: Source of authority

When there is disagreement about what inclusive practice looks like, where does your organisation most often look for guidance?

☐ Personal judgement or senior opinion
☐ Past practice or precedent
☐ External rules, frameworks, or benchmarks
☐ Ongoing learning informed by evidence, feedback, and context