Every Organization Should Conduct an Inclusivity Assessment
Building a diverse and inclusive workplace isn’t just about hiring from different backgrounds – it’s about making sure every employee feels supported, valued, and empowered to thrive. An inclusivity assessment (sometimes called an equity audit) is one of the most effective tools organizations can use to identify barriers, strengthen policies, and create a more equitable work environment.
Key Areas to Assess
Here are three areas to focus on when conducting an inclusivity survey:
1. Hiring and Recruitment Practices
- Are job postings written with inclusive, jargon-free language?
- Are job requirements focused on essential skills rather than “nice-to-have” qualifications that may exclude diverse candidates?
- Do interview processes accommodate different communication styles (written, verbal, visual)?
- Does your organization actively recruit through networks that reach underrepresented communities?
- Have hiring managers completed bias training?
- Are neurodivergent applicants advancing fairly through the recruitment pipeline?
2. Employee Support and Training
- Is inclusivity training offered regularly to help employees and managers continue building inclusive practices?
- Are there flexible onboarding options, like visual guides, recorded instructions, or job shadowing?
- Does your organization have a designated inclusivity champion, representative, or working group?
- Are mentorship or buddy systems available to support new and neurodivergent employees?
- Is the accommodation request process clear, transparent, and easy to navigate for employees?
3. Retention and Workplace Culture
- Does the organization have clear, written policies that reflect a commitment to inclusivity (e.g., anti-discrimination, flexible work, accessibility)?
- Do employees feel safe disclosing disabilities and requesting accommodations?
- Are there anonymous feedback channels for reporting inclusivity concerns?
- Does the organization measure progress with clear metrics?
- Are employees given agency over aspects of their work environment?
What If Results Show Gaps?
It’s normal for inclusivity assessments to reveal areas for improvement. In fact, that’s the goal – identifying opportunities to make your workplace stronger. Partnering with organizations like Good Foot Delivery that connect businesses with trained neurodivergent talent is a great next step. Not only does this strengthen inclusion efforts, but it also brings in valuable perspectives that can drive innovation and growth.
An inclusivity assessment isn’t just a box to check – it’s a chance to transform your workplace culture. By uncovering barriers and implementing meaningful changes, you’ll create an environment where every employee can thrive. Start small, listen to feedback, and use your findings to build lasting equity and inclusion into your policies and everyday practices.