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🌈 DEI Spectrum Tool

Welcome to the DEI Spectrum Tool, a strategic assessment designed to help your organization evaluate where it stands on its journey to embedding Diversity, Equity, and Inclusion (DEI) across leadership, culture, operations, and stakeholder engagement.

Unlike one-time checklists or compliance exercises, this tool frames DEI as an ongoing, evolving process. It helps organizations understand where they currently fall along the spectrum — from early awareness to advanced, integrated practices — enabling clear, actionable planning.

Built around six key dimensions — leadership, organizational culture, recruitment and retention, policies and practices, community engagement, and data/accountability — the tool offers a 360° perspective on how equity is experienced across your organization.

This survey is especially valuable for nonprofits, mission-driven organizations, and teams planning or scaling DEI initiatives. It provides a shared language and concrete data to move from intention to impact.

  • Before sending, review and edit any question text to match your organization’s terminology or culture. On the next screen, add respondents’ emails — either individually or in bulk — and set a completion deadline (note: the deadline won’t automatically close the survey but signals your target for responses).
  • Include a custom note in the invitation email explaining why this DEI assessment matters and how results will guide meaningful next steps.
  • Facilitating the results: Once the report is generated, bring together a diverse group of staff and leaders to review findings. Celebrate areas of strength, explore challenges with openness, and collaboratively prioritize 5–7 actionable steps. Share findings transparently with staff and stakeholders, and commit to regular updates to demonstrate progress and accountability.

Types of questions

Likert scale

Number of questions

24

Author

Org360

License

Creative Commons

Leadership Commitment

  • 1.1Leadership actively champions DEI initiatives and models inclusive behaviors.(likert)
  • 1.2DEI is embedded as a core priority in our mission, strategic goals, and decision-making.(likert)
  • 1.3Leadership consistently addresses inequities and holds the organization accountable for DEI progress.(likert)
  • 1.4DEI-related policies and goals are reviewed, updated, and clearly communicated to staff.(likert)

Organizational Culture

  • 2.1I feel safe and supported bringing my authentic self to work.(likert)
  • 2.2The organization promotes an inclusive environment where diverse perspectives are valued.(likert)
  • 2.3Team dynamics and workplace interactions are respectful and equitable.(likert)
  • 2.4Efforts to build a culture of belonging are visible and ongoing.(likert)

Recruitment, Hiring, and Retention

  • 3.1Job postings and recruitment practices prioritize attracting diverse candidates.(likert)
  • 3.2Hiring practices are free from bias and promote equity.(likert)
  • 3.3Opportunities for advancement and promotions are equitable across all demographics.(likert)
  • 3.4The organization retains diverse staff by addressing barriers to inclusion and belonging.(likert)

Policies and Practices

  • 4.1Our HR policies (e.g., compensation, parental leave, flexible work) are equitable and inclusive.(likert)
  • 4.2Staff have access to DEI-related training and professional development opportunities.(likert)
  • 4.3Policies are in place to address discrimination, harassment, and bias, and they are enforced consistently.(likert)
  • 4.4The organization regularly evaluates its policies for equity and inclusivity.(likert)

Community and Stakeholder Engagement

  • 5.1Our programs and services are designed with input from marginalized or underserved communities.(likert)
  • 5.2The organization collaborates with partners who share and prioritize DEI values.(likert)
  • 5.3We evaluate the impact of our programs to ensure they address systemic inequities.(likert)
  • 5.4The voices of stakeholders, particularly those from underrepresented groups, are valued and included in decision-making.(likert)

Data and Accountability

  • 6.1Data is collected and analyzed to track DEI progress and identify disparities within the organization.(likert)
  • 6.2DEI metrics are shared transparently with staff, stakeholders, and the community.(likert)
  • 6.3Leadership uses data to inform decisions and adjust DEI strategies as needed.(likert)
  • 6.4Progress on DEI goals is celebrated and challenges are addressed openly.(likert)