Understanding Diversity Dimensions
Understanding Diversity Dimensions is the capacity to comprehend and respect the diverse aspects of individual identities encompassed by DEI & Culture. It involves recognizing, valuing, and leveraging the distinctive backgrounds, experiences, and perspectives that make up a mixed group. This capability fosters an enriched and inclusive culture, ultimately driving societal awareness and organizational growth.'
Level 1: Emerging
At a foundational level you are aware that people in your workplace come from different backgrounds, cultures, and experiences. You show curiosity about these differences and treat everyone with respect. By doing so, you help create a welcoming environment where people feel comfortable and valued.
Level 2: Proficient
At a developing level you are starting to recognize that people bring different backgrounds, identities, and experiences to your team. You are learning how these differences shape perspectives and contribute to a richer workplace culture. Your growing awareness helps you show more respect and consideration for others in your day-to-day interactions.
Level 3: Advanced
At a proficient level you are able to recognize and value the complex mix of identities, backgrounds, and experiences within your team and workplace. You actively seek to understand how these diversity dimensions influence perspectives and interactions. By doing so, you help create a more inclusive environment where everyone feels respected and heard.
Sustaining Inclusive Team Norms
Sustaining Inclusive Team Norms' is the continuous fostering of inclusion, acceptance, and respect within a team. It requires the knowledge of DEI concepts, the capability to promote fair treatment, and the behavior of respecting diverse viewpoints. This practice creates an equitable workspace, thereby positively impacting cultural cohesion and productivity.
Level 1: Emerging
At a foundational level you are aware of the importance of inclusion and show respect for different perspectives within your team. You recognize and support fair treatment in daily interactions, even if you are still learning about DEI concepts. Your actions help build a welcoming environment where everyone feels they belong.
Level 2: Proficient
At a developing level you are beginning to support inclusive norms by respecting differences and listening to all team members. You understand the basics of fair treatment and make an effort to ensure everyone feels welcomed and valued. This helps your team work more openly together, setting a strong foundation for greater inclusion.
Level 3: Advanced
At a proficient level you are actively modeling behaviors that support inclusion and respect diverse viewpoints within your team. You can confidently challenge biased attitudes and nurture open discussion to ensure everyone feels heard and valued. Your contribution helps sustain an equitable culture where collaboration and cultural cohesion drive better team outcomes.
Supporting Employee Resource Groups
Supporting Employee Resource Groups is the ability to encourage and nurture diverse internal communities. This capability involves understanding the specific needs, goals and cultures of different employee groups. It underpins an inclusive business environment, fostering a sense of belonging and increasing overall team performance.
Level 1: Emerging
At a foundational level you are aware of the value of Employee Resource Groups and show respect for their work and members. You listen to different perspectives shared by these groups and participate when invited. Your actions help create a more welcoming and inclusive workplace, encouraging everyone to feel they belong.
Level 2: Proficient
At a developing level you are beginning to support Employee Resource Groups by attending their events and listening to their experiences. You are learning about different employee groups and taking small, positive steps to help meet their needs. Your growing awareness helps create a more welcoming and inclusive environment for everyone.
Level 3: Advanced
At a proficient level you are actively supporting employee resource groups by helping them achieve their goals and promoting their activities across your workplace. You listen to group members, recognize their unique needs, and work with them to create inclusive practices. Your actions help build a stronger sense of belonging and contribute to a positive and inclusive culture.
Responding to Microaggressions
Responding to Microaggressions is the ability to effectively identify and counteract subtle forms of discrimination, often unintentional or unconscious, specifically connected to the diversity, equality, and inclusion (DEI) & Culture. It necessitates a strong understanding of the differing societal experiences and sensitivities of diverse groups. This capability enhances the work culture's progressiveness by advocating for inclusive discourse and behavior.
Level 1: Emerging
At a foundational level you are able to recognize when a comment or action might unintentionally exclude or offend someone from a diverse background. You reflect on your own words and behaviors, and strive to treat all colleagues with respect. This helps foster a workplace culture where everyone feels valued and safe.
Level 2: Proficient
At a developing level you are beginning to notice when microaggressions occur and are willing to speak up with support from others. You seek guidance on how best to address these situations and learn from each experience. Your efforts help to start open conversations about DEI and culture, encouraging a more inclusive workplace.
Level 3: Advanced
At a proficient level you are able to recognize microaggressions in real time and address them with considered, respectful responses. You use your understanding of DEI and cultural differences to support affected colleagues and encourage open conversations. Your actions help build a workplace where people feel safe, valued, and heard.
Respecting Cultural Differences
Respecting Cultural Differences is the ability to acknowledge, appreciate and accommodate the varied cultural backgrounds within an organization. It involves demonstrating empathy and fairness, fostering an inclusive environment that values diversity and cultivates understanding. This capability drives workforce cohesion, increased innovation, and promotes an organizational culture of inclusivity and unity.
Level 1: Emerging
At a foundational level you are aware that people come from different cultures and you treat everyone with fairness and courtesy. You show a willingness to listen and learn from others’ perspectives, respecting customs and traditions that may differ from your own. This helps create a sense of belonging and trust within your team.
Level 2: Proficient
At a developing level you are beginning to recognize and respect cultural differences in your daily interactions. You ask questions and listen to colleagues with backgrounds different from your own, making an effort to understand their perspectives. This helps to create a friendlier, more welcoming workplace where everyone feels valued.
Level 3: Advanced
At a proficient level you are able to recognize and respect cultural differences in your daily interactions, adapting your approach to make others feel included. You actively seek to understand diverse perspectives and adjust your communication or actions to ensure fairness and inclusion. This helps create a more cohesive and innovative team environment where everyone feels valued.
Promoting Equity in Opportunities
Promoting Equity in Opportunities is the capacity to ensure fair and equal access to career progression and organizational activities. It demands comprehensive awareness of DEI principles and ability to discern and address systemic bias. Its implementation builds a culture of fairness, fostering workforce diversity and enhancing business performance.
Level 1: Emerging
At a foundational level you are learning about how equity shapes workplace opportunities and recognizing the importance of fairness in career development. You show respect for differences and ask questions when you notice potential barriers. By doing this, you help create a workplace where everyone feels welcome and valued.
Level 2: Proficient
At a developing level you are beginning to recognize where unequal access or bias may affect opportunities at work. You seek guidance and use available tools to support fair participation in team activities and development. Your actions contribute to building a more inclusive environment, even as you continue learning about deeper DEI issues.
Level 3: Advanced
At a proficient level you are actively identifying and removing barriers to fair access in career development and organizational activities. You use your understanding of DEI principles to challenge inequities where you see them and support colleagues from all backgrounds. Your actions help build a more inclusive culture and contribute to stronger organizational performance.
Leading DEI Conversations
Leading DEI Conversations is the ability to drive dialogue about Diversity, Equality, and Inclusion. This involves promoting open discussions, tackling difficult subjects with sensitivity, and effectively communicating DEI's principles. It develops inclusive cultures, forms more engaged teams, and fosters a respectful, equitable working environment.
Level 1: Emerging
At a foundational level you are open to learning about Diversity, Equality, and Inclusion, and willing to participate in respectful conversations about these topics. You listen actively, ask questions, and show curiosity about different perspectives. In doing so, you help create a safe space where everyone feels valued and heard.
Level 2: Proficient
At a developing level you are beginning to lead DEI conversations by sharing your perspectives and encouraging others to speak up. You approach sensitive topics with care and are learning how to listen actively and respond respectfully. This helps build trust and starts to shape a more inclusive and open team culture.
Level 3: Advanced
At a proficient level you are confident in leading open and respectful conversations about diversity, equality, and inclusion with your team or colleagues. You address sensitive topics thoughtfully, making sure everyone feels heard and valued. Through your actions, you help build a more inclusive and positive workplace culture.
Promoting Accessibility and Inclusion
Promoting Accessibility and Inclusion is the ability to advocate for and implement practices ensuring everyone feels valued and included. This entails understanding of diverse experiences, mental and physical disabilities, to create an accommodating environment. This key capability fosters a culture of respect, and increases productivity and collaboration.
Level 1: Emerging
At a foundational level you are aware of the importance of accessibility and inclusion and show respect for people’s individual needs and backgrounds. You listen and learn from the experiences of others, including those with different abilities or perspectives. Your actions help create a welcoming environment where everyone feels safe to contribute.
Level 2: Proficient
At a developing level you are beginning to recognize barriers that exclude people and take simple steps to help everyone participate. You listen to others’ experiences and adapt your approach to support colleagues with different needs. Your actions help build a workplace where everyone feels more comfortable and respected.
Level 3: Advanced
At a proficient level you are actively embedding accessible and inclusive practices into daily work, considering the diverse needs of colleagues and customers. You seek feedback and adjust processes to remove barriers, making sure everyone can participate fully. Your efforts help create a workplace where respect, belonging, and collaboration are visibly strengthened.
practicing Inclusive Communication
practicing Inclusive Communication is effectively conveying ideas and engaging with diverse groups. It includes using culturally sensitive language, challenging bias in conversations and fostering open dialogue. This behavior encourages a respectful DEI & Culture environment, enhancing team collaboration and nurturing the culture of inclusiveness.
Level 1: Emerging
At a foundational level you are open to hearing different viewpoints and make an effort to include everyone in conversations. You use respectful language and try to notice if bias appears in discussions. This helps set a tone of respect, making colleagues feel valued and encouraging trust across the team.
Level 2: Proficient
At a developing level you are making an effort to use inclusive language and listen actively when interacting with people from different backgrounds. You recognize when bias might be present in conversations and are beginning to address it respectfully. This helps you contribute to a more open, welcoming team environment where differences are valued.
Level 3: Advanced
At a proficient level you are consistently adapting your communication style to include and respect different perspectives and backgrounds. You actively address bias or exclusion in discussions and encourage input from everyone, even in challenging situations. By doing this, you help build a more open, trusting, and collaborative team culture.
Addressing Discrimination and Harassment
Addressing Discrimination and Harassment is the capacity to identify, challenge and rectify instances of discriminatory or harassing behavior within a professional context. Relating to DEI & Culture, it incorporates the knowledge of legal and cultural diversity standards, the communication skills to address such instances, and the active stance of cultivating respectful environments. The impact contributes towards safer, more inclusive workplaces.
Level 1: Emerging
At a foundational level you are able to recognize basic signs of discrimination and harassment in the workplace and know when and how to report concerns. You understand the importance of treating everyone respectfully and follow organizational policies and guidelines. Your actions help support a safe and inclusive team environment.
Level 2: Proficient
At a developing level you are able to recognize obvious instances of discrimination or harassment and respond by raising concerns with the appropriate person. You know the importance of respecting others’ differences and begin to speak up when something isn't right. Your actions help to make your team feel safer and more supported.
Level 3: Advanced
At a proficient level you are able to recognize and respond appropriately to discrimination or harassment in your team or workplace, using your knowledge of legal and cultural standards. You confidently raise concerns and support affected colleagues, encouraging respectful behavior and open communication. Your actions help create a safer, more inclusive and supportive culture for everyone.
Inclusive Language Usage
Inclusive Language Usage is a critical function within the DEI & Culture capability set. It involves the consistent application and understanding of language that acknowledges and respects all cultural identities. The direct impact of this proficiency is an inclusive and welcoming environment that fosters diversity, equality, and understanding.
Level 1: Emerging
At a foundational level you are aware of the importance of inclusive language and make an effort to use words and phrases that show respect for all backgrounds. You seek guidance if you’re unsure and notice when language may unintentionally exclude others. Your actions help set a respectful tone and support a sense of belonging in everyday interactions.
Level 2: Proficient
At a developing level you are starting to use inclusive language in everyday conversations and written communication, making an effort to avoid biased or exclusive terms. You seek feedback and learn from others when you make mistakes, recognizing the importance of language in valuing different perspectives. Your actions help set a more respectful and open tone within the team.
Level 3: Advanced
At a proficient level you are confident in choosing language that respects all backgrounds and identities, both in writing and speech. You help others recognize and correct exclusive language, supporting your team to build understanding. Your efforts create a more welcoming and fair environment where everyone feels they belong.
Identifying Bias in Decisions
Identifying Bias in Decisions' is the recognizing and addressing the unconscious influences that impact judgment within the DEI & Culture context. This ability allows for the reflection on personal and organizational biases, ensuring a fair decision-making process benefiting all stakeholders. It ultimately upholds diversity, invites inclusivity and changes culture.
Level 1: Emerging
At a foundational level you are becoming aware that personal and organizational biases can influence decisions, especially in the context of diversity, equity, and inclusion. You recognize basic examples of bias and are open to learning how they affect fairness and culture at work. Your awareness helps you begin to check assumptions and support a more inclusive environment.
Level 2: Proficient
At a developing level you are starting to notice when decisions might be influenced by biases, such as assumptions or stereotypes, in your daily work. You raise questions when you see possible unfairness and are willing to reflect on how your own views shape your choices. This helps foster greater inclusivity and fairness within your team.
Level 3: Advanced
At a proficient level you are able to recognize and call out bias, both in yourself and within team or organizational decisions. You actively question assumptions, seek diverse perspectives, and support fair processes in your everyday work. Your actions help create a more inclusive environment where all voices are valued and considered.
Engaging Diverse Stakeholders
Engaging Diverse Stakeholders is a capability vital in DEI & Culture. This capability fosters understanding and cooperation amongst varied stakeholders from different backgrounds. It prioritizes bridging gaps in understanding, promoting representation and voicing diverse perspectives. The outcome is a multicultural, inclusive community, advancing collective action and shared values.
Level 1: Emerging
At a foundational level you are open to learning about people from different backgrounds and make an effort to include their views in discussions. You seek to understand how your words and actions may affect others and listen respectfully when someone shares a different perspective. This helps build a workplace where everyone feels seen and valued.
Level 2: Proficient
At a developing level you are building your confidence in engaging with stakeholders from different backgrounds, seeking out their views and listening to their experiences. You make an effort to include voices that may not always be heard, checking your own assumptions as you work. This helps nurture a more inclusive team environment and encourages broader participation.
Level 3: Advanced
At a proficient level you are able to actively involve people from a wide range of backgrounds, ensuring all voices are heard and respected in conversations and decisions. You draw on your understanding of DEI to address differing perspectives and build trust. This helps create an inclusive environment where everyone feels valued and part of the organization’s culture.
Embedding DEI in Processes
Embedding DEI in Processes' is the incorporation and consideration of Diversity, Equity, and Inclusion (DEI) principles into organizational functions and methods. It involves developing decision-making skills, reinforcing inclusive practices, and understanding global cultural nuances. This capability propels organizations to be accessible, fair and accepting, fostering an empowering work environment for all, thereby driving enhanced productivity and innovation.
Level 1: Emerging
At a foundational level you are aware of the importance of diversity, equity, and inclusion in day-to-day processes and interactions. You follow established guidelines and contribute to an inclusive culture by treating colleagues with fairness and respect. Your actions help create a welcoming workplace where everyone feels valued.
Level 2: Proficient
At a developing level you are beginning to notice where DEI principles can be threaded into your team’s everyday processes and decisions. You follow established inclusive practices when prompted and are open to learning about different cultural perspectives. Your actions support a fairer, more respectful workplace, even if you still rely on guidance from others.
Level 3: Advanced
At a proficient level you are consistently applying DEI principles when you review and improve organizational processes, policies, and daily practices. You identify and address barriers to inclusion, collaborating with others to make systems fairer and more accessible. Your actions help create a workplace where diverse perspectives are welcomed and valued.
DEI Policy Awareness
DEI Policy Awareness is the understanding and cognisance of policies pertaining to diversity, equity and inclusion within an organizational setting. This capability encompasses knowledge of existing policies, comprehension of their purpose, and the behavioral resolve to uphold and implement them. The impact is to foster a respectful and inclusive culture.
Level 1: Emerging
At a foundational level you are aware of your organization’s diversity, equity and inclusion policies and why they matter. You understand your basic responsibilities and show respect for DEI principles in everyday interactions. This helps create a welcoming and fair environment for everyone.
Level 2: Proficient
At a developing level you are aware of your organization’s DEI policies and can explain their main purposes to others. You actively try to follow these policies in your daily work and are open to learning more about how they shape workplace culture. This helps build a more respectful and inclusive environment around you.
Level 3: Advanced
At a proficient level you are confident in your understanding of DEI policies and regularly apply them in your everyday work. You recognize when to reference these policies to guide team decisions and support colleagues, ensuring everyone feels valued. Your actions help build a workplace where fairness and respect are part of the culture.
Creating Culturally Safe Environments
Creating Culturally Safe Environments is the aptitude to construct workplaces that recognize, respect and mirror the diverse cultures of all individuals involved. The knowledge component revolves around understanding cultural norms and behaviors, anti-discriminative laws and practices, and the impacts of stigmatisation. The skills involve active listening, radical empathy and conflict resolution. Behaviourally, it means treating all cultures with equal value and advocating for inclusivity, thus fostering a sense of belonging for everyone.
Level 1: Emerging
At a foundational level you are learning to recognize and respect the diversity of cultures in your workplace. You make an effort to listen, show empathy and treat everyone fairly, building your awareness of different cultural perspectives. This helps create a safer and more inclusive environment where people feel they belong.
Level 2: Proficient
At a developing level you are learning to recognize and respect cultural differences in the workplace, and you seek guidance when unsure. You make an effort to listen actively and support inclusive practices, though you may still be building confidence in addressing more complex situations. Your actions help create a safer environment where colleagues feel seen and valued.
Level 3: Advanced
At a proficient level you are confident in recognizing and respecting different cultural perspectives in your daily work, and you actively promote inclusive practices with your team. You manage cultural differences constructively, stepping in to address exclusion or bias. This creates a space where everyone feels respected, heard and safe to contribute.
Collecting and Interpreting Inclusion Data
Collecting and Interpreting Inclusion Data is the fundamental capability of gathering and making sense of diversity, equity, and inclusion (DEI) metrics within an organization. It involves using a range of quantitative and qualitative methods to understand staff viewpoints and demographics, and linking these data to organizational culture. The result is a data-driven, insightful approach to improving workplace inclusivity and culture.
Level 1: Emerging
At a foundational level you are able to gather basic inclusion-related data, such as surveys or demographic information, with some guidance. You recognize why this information matters for building a more inclusive workplace and begin to notice patterns or gaps. Your contribution supports a culture that values every voice and perspective.
Level 2: Proficient
At a developing level you are able to gather basic DEI data and begin to spot simple patterns or trends related to inclusion within your team or area. You seek guidance to interpret results and ask questions about what the data might mean for staff experiences and culture. Your contribution helps create a clearer picture of inclusion issues, supporting more informed discussions.
Level 3: Advanced
At a proficient level you are confident in collecting and interpreting a range of inclusion data, using both numbers and stories to reveal patterns in diversity and equity across the organization. You can link this information to organizational culture and offer clear, practical insights that guide real improvements in workplace inclusivity. Your work helps leaders and teams make informed decisions.
Championing Psychological Safety
Championing Psychological Safety is the capability of fostering an open and inclusive environment, where diverse viewpoints and experiences are valued. It requires knowledge of DEI best practices and the ability to practice empathetic communication. This promotes trust, mitigates fear of discrimination or repercussion and contributes to a more engaged, innovative and productive team culture.
Level 1: Emerging
At a foundational level you are aware of the importance of psychological safety and treat all colleagues with respect and courtesy, regardless of their background or identity. You listen without judgment and avoid behaviors that may discourage others from speaking up. This helps everyone feel valued and able to contribute their perspectives within the team.
Level 2: Proficient
At a developing level you are learning to recognize when team members may feel excluded or hesitant to speak up, and you make efforts to draw out their perspectives. You are beginning to practice empathetic listening and encourage respectful discussions about differences. This helps to lay the groundwork for greater trust and inclusion in your team.
Level 3: Advanced
At a proficient level you are actively creating an environment where team members feel safe to share ideas, feedback, and concerns, including on DEI and cultural matters. You recognize and address behaviors that may exclude or silence others, modeling open and empathetic communication. Your actions help foster trust and encourage contribution from all backgrounds, supporting a culture of inclusion and innovation.
