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Model 03 of 74 · Leadership & People

Diversity, Equity & Inclusion Maturity Assessment

Assess how well your organisation builds genuine diversity, equitable systems, and a culture where everyone belongs.

Pillars & areas

Foundation

Set the direction

  1. 01Leadership Commitment & Accountability
  2. 05Education & Awareness

Systems

Build fair structures

  1. 02Representation & Data
  2. 03Equitable Systems & Processes

Culture

Create belonging

  1. 04Inclusive Culture & Belonging
  2. 06External Impact & Community

Levels

  1. 1AwareReactive & compliance-driven
  2. 2IntentionalDefined goals & resources
  3. 3EmbeddedWoven into operations

01 Leadership Commitment & Accountability

Do leaders visibly champion DEI and hold themselves accountable for progress?

0/4 answered

LC-1How visibly do senior leaders champion diversity, equity, and inclusion?

Think about whether leaders talk about DEI only in formal settings, or whether it shapes how they make decisions day to day.

LC-2How is accountability for DEI progress structured in your organisation?

Consider whether anyone is actually measured on DEI outcomes, or whether it sits with nobody in particular.

LC-3How does your organisation respond when DEI issues or incidents arise?

Think about the last time an inclusion issue was raised — was it addressed quickly and transparently, or quietly managed away?

LC-4How transparent is your organisation about its DEI progress and gaps?

Consider whether diversity data and progress are shared openly, or kept behind closed doors.

02 Representation & Data

Does the organisation know who it employs, and does it act on what the data shows?

0/4 answered

RD-1How comprehensively does your organisation collect and analyse workforce diversity data?

Think about whether you know the demographic makeup of your organisation at every level, or only at a high level (if at all).

RD-2How does your organisation address differences in representation between its leadership and its wider workforce?

Consider whether diversity thins out at senior levels, and what — if anything — is done about it.

RD-3How does your organisation use diversity data to drive decisions?

Think about whether data sits in a report that nobody reads, or whether it actively changes how decisions are made.

RD-4How does your organisation track the experience of underrepresented groups specifically?

Aggregate engagement scores can mask very different experiences — consider whether you know how specific groups feel.

03 Equitable Systems & Processes

Are hiring, promotion, pay, and development systems designed for fairness?

0/4 answered

ES-1How does your organisation ensure hiring processes are fair and reduce bias?

Think about whether your hiring process has specific, structural safeguards against bias, or whether fairness depends on individual goodwill.

ES-2How equitable are your promotion and progression processes?

Consider whether all groups progress at similar rates, or whether certain groups consistently advance faster than others.

ES-3How does your organisation ensure pay equity?

Think about whether people doing similar work are paid similarly regardless of gender, ethnicity, or negotiation skill.

ES-4How accessible and equitable is access to high-profile projects, mentors, and development opportunities?

Consider whether stretch opportunities go to the same people (often those with the strongest existing networks), or whether access is deliberately broadened.

04 Inclusive Culture & Belonging

Do people of all backgrounds feel they can be themselves and contribute fully?

0/4 answered

IC-1How safe do people feel to be their authentic selves at work?

Think about whether people feel they need to hide parts of their identity (e.g. background, disability, family situation) to fit in.

IC-2How inclusive are meetings, discussions, and decision-making processes?

Consider whether all voices are heard in meetings, or whether the same people dominate while others stay silent.

IC-3How does your organisation support employee communities or networks?

Think about whether employee groups have genuine support and influence, or whether they exist on paper without resources.

IC-4How well does your organisation accommodate different needs and working styles?

Consider whether accommodations (e.g. flexible hours, accessibility, religious observance) are easy to access or feel like a battle.

05 Education & Awareness

Does the organisation invest in building understanding and capability around DEI?

0/4 answered

EA-1How does your organisation educate its workforce on diversity, equity, and inclusion?

Think about whether DEI training is a one-off compliance exercise, or an ongoing investment in genuine understanding.

EA-2How equipped are your managers to lead inclusively?

Consider whether managers have the specific skills to build inclusive teams, or whether they're left to figure it out.

EA-3How does your organisation encourage allyship and active inclusion?

Think about whether people from majority groups are engaged in DEI efforts, or whether it's seen as 'not their issue'.

EA-4How does your organisation address microaggressions and everyday exclusion?

Microaggressions are subtle, often unintentional slights — think about whether people know how to recognise and address them.

06 External Impact & Community

Does the organisation's commitment to DEI extend beyond its own walls?

0/4 answered

EI-1How does your organisation consider diversity and inclusion in its products, services, or customer interactions?

Think about whether your products or services work equally well for people of all backgrounds, abilities, and circumstances.

EI-2How does your organisation consider DEI in its supply chain and partnerships?

Consider whether you actively seek diverse suppliers, or whether procurement decisions are made purely on cost and capability.

EI-3How does your organisation engage with the broader community on DEI issues?

Think about whether your organisation contributes to DEI beyond its own workforce — through partnerships, advocacy, or community investment.

EI-4How authentic is your organisation's external DEI messaging compared to internal reality?

Consider whether your external brand on DEI accurately reflects what employees actually experience.

Self-assessment report

Diversity, Equity & Inclusion

Answer the questions above and your report builds here: an overall score, a score and target for each area, and the three changes that matter most.

About this model

About the Diversity, Equity & Inclusion maturity model

Diversity is who is in the room. Equity is whether the systems are fair. Inclusion is whether every person can contribute fully and feel they belong. All three matter, and none is sufficient without the others.

This model goes beyond representation metrics to assess whether your organisation has built the culture, systems, and leadership behaviours that make diversity sustainable and inclusion genuine. It challenges the gap between what organisations say about DEI and what people actually experience day to day.

The goal is not perfection — it's honest self-assessment and intentional progress.

24 questions across 6 key areas, assessing the maturity of your organisation's approach to diversity, equity, and inclusion. Takes approximately 10-15 minutes to complete.

Designed to surface both systemic strengths and blind spots — not just policies on paper, but lived experience.

Who this assessment is for

  • Senior leaders and executive teams
  • HR, people, and DEI professionals
  • Managers at all levels
  • Employee resource group leads
  • Board members with governance responsibilities

The three maturity levels

  • Level 1 — Aware: The organisation acknowledges the importance of DEI but action is limited. Efforts are reactive — triggered by incidents, external pressure, or compliance requirements rather than genuine commitment. There may be a policy, but it doesn't meaningfully shape behaviour, decisions, or culture. Representation data is not collected or not acted upon.
  • Level 2 — Intentional: The organisation has made a deliberate commitment to DEI with defined goals, allocated resources, and visible leadership support. Policies are in place, data is collected, and initiatives are underway. Progress is being made, though DEI may still feel like a programme rather than part of how the organisation operates.
  • Level 3 — Embedded: DEI is woven into the fabric of the organisation — it shapes hiring, promotion, product design, customer engagement, and leadership behaviour. It is not a separate initiative but a lens through which decisions are made. The organisation is transparent about its progress and gaps, and continuously learns and adapts.

The 6 areas assessed

  1. Leadership Commitment & Accountability — Do leaders visibly champion DEI and hold themselves accountable for progress?
  2. Representation & Data — Does the organisation know who it employs, and does it act on what the data shows?
  3. Equitable Systems & Processes — Are hiring, promotion, pay, and development systems designed for fairness?
  4. Inclusive Culture & Belonging — Do people of all backgrounds feel they can be themselves and contribute fully?
  5. Education & Awareness — Does the organisation invest in building understanding and capability around DEI?
  6. External Impact & Community — Does the organisation's commitment to DEI extend beyond its own walls?

How this model relates to other frameworks

  • Deloitte Diversity & Inclusion Maturity Model
  • Global Diversity & Inclusion Benchmarks (GDIB)
  • McKinsey Diversity research series
  • ISO 30415:2021 Human Resource Management — Diversity and Inclusion
  • Business Disability Forum Disability Smart standards

Frequently asked questions

What is the Diversity, Equity & Inclusion maturity model?

Assess how well your organisation builds genuine diversity, equitable systems, and a culture where everyone belongs. It is an original, simplified model with three maturity levels (Aware, Intentional and Embedded), assessed through 24 questions across 6 areas: Leadership Commitment & Accountability, Representation & Data, Equitable Systems & Processes, Inclusive Culture & Belonging, Education & Awareness and External Impact & Community.

How long does the Diversity, Equity & Inclusion assessment take?

Most people finish in 10–14 minutes. Each of the 24 questions has three concrete answer options. Your progress is saved in the page URL, so you can bookmark it and come back later.

How is the score calculated?

Each answer scores 1 (Aware), 2 (Intentional) or 3 (Embedded). An area's score is the average of its answered questions, and the overall score is the average of the area scores, so every area counts equally. Scores run from 1.0 to 3.0.

Is my data stored or shared?

No. Your answers are never sent to a server. They are stored only in the page URL, which you control. Copy the link to share results with colleagues, or export a PDF or CSV report.

How should I use the results?

Start with "Where to focus" in your report. It lists the questions with the biggest gap to the target you set for each area, and shows what the next level looks like in practice. For a fuller picture, ask several people from different teams to complete the assessment and compare their links. Differences in perception are often as revealing as the scores themselves.