General Information:

Thank you for taking this pivotal step in understanding and advancing Diversity, Equity, and Inclusion (DEI) within your organization. We know your time is valuable, and we've designed this assessment not just as a form, but as a reflective journey – an opportunity to map your organization's progress, celebrate strengths, and identify pathways for growth within the unique landscape of India.

What's In It For You?
By investing approximately 60 minutes of your time in sharing your insights, your organization will get an opportunity to participate in first of its kind DEI Index and get insights on the best practices across organizations and industries in the realm of DEI.

1) * Organization:

2) * Contact Person Name:

3) * Contact Person Email ID:

3) * Contact Person Mobile No.:

4) * Contact Person Designation:

5) * Organization's number of years in operation:

6) * Industry:

7) * Organization Type:

8) * Employee Strength (Headcount):

General DEI

Thanks for sharing that initial information. Now, let's know more about how your organization is focussing on the DEI agenda. Your responses will help us learn more about how your organization has been approaching DEI so far, and to get a snapshot of where things stand today.

1) What percentage of executive leadership positions (e.g., C-suite, VP level and above) are held by women in your organization?:

2) For how many years has your organization been proactively and formally focusing on DEI initiatives?

3) * Please select the options, based on where all you have already integrated DEI in your processes or ways of working. (Select as many as applicable)

Actively integrating DEI into core business strategy
Integrating DEI into organization's operations and governance mechanism
Fostering open dialogue and inclusive communication
Advancing equity in talent development and rewards
Cultivating a respectful and belonging workplace culture
Expanding DEI impact across external partnerships
Leveraging data to increase understanding of workforce diversity and drive continuous DEI improvement

Strategic Planning

A strong DEI foundation is built when it's integral to an organization's core strategy. This section explores how your commitment to DEI is reflected in your organization's vision, values, purpose and strategic goals.

1) To what extent are DEI principles explicitly included in your organization's vision, mission and values statements?:

Not at all
To a small extent
To a moderate extent
To a large extent
Fully integrated

Could you briefly describe how these principles are integrated?

Please provide supportive documents, if any.

* Kindly avoid refreshing the page, as the uploaded data may not be retained.

2) How regularly are DEI implications considered in strategic planning and major organizational decisions?:

Never
Rarely
Sometimes
Often
Always

3) Which of the following dimensions are covered in your organization's HR/ DEI policies explicitly to foster inclusivity? (Select all that apply)

Gender Binary
LGBTQ+
PwD
Generations
Neurodivergence
Socio-economic
Ethnicity
Region/ Geography
Others

4) In your organization, how are concerns or reports related to DEI policies typically responded to?

Please share a specific example from last year where a strategic decision was significantly influenced by DEI considerations.

Governance and Operations

Ensuring organizational commitment to DEI requires approaching it in a structured manner with a well-defined operational framework. This section delves into the structures, leadership, policies, resources, and compliance mechanisms that translate your organization's DEI commitment into tangible actions and sustainable practices.

1) To what extent do your core HR policies and practices promote inclusivity? Please rate on a scale of 1 to 5. (1 being lowest and 5 being highest)

Lowest
1
2
3
4
5
Highest

2) What are the checks, if any, have been included in the processes to ensure the decisions/ actions taken by leaders and managers are inclusive? Please specify.

3) Is there a formal DEI Council/ Committee constituted in your organization?

4) How would you rate the activity level and influence of your DEI Council/ Committee in shaping DEI strategy and initiatives?

5) Please share specific policy or practice reviewed or revised with an explicit DEI lens in last one year. Also share few details of the changes made.

6) Does your organization have a dedicated budget for DEI initiatives?

7) Which areas typically receive funding from the dedicated DEI budget? (Select all that apply)

DEI-specific training programs
Employee Resource Groups (ERGs) support/activities
Diverse talent acquisition initiatives (e.g., partnerships, tools)
Workplace accessibility modifications (Physical/Digital)
External DEI consultants or experts
Dedicated DEI team staffing/salaries
Pay equity audits/adjustments
Supplier diversity initiatives
Others

8) How would you rate the overall involvement of your leaders in the DEI agenda on a scale of 1 to 5, where 1 is lowest and 5 is highest?

Lowest
1
2
3
4
5
Highest

9) How consistently does your organization audit or check for adherence to DEI-related policies and guidelines?

10) What methods are used for these compliance checks?

Internal audits
HR data analysis
Manager accountability metrics/Performance goals
Third-party reviews or audits
Review of grievance/complaint data
Not applicable / No checks conducted
Others

11) Briefly describe how findings from these compliance checks are used to drive improvements.

Communication

Clear and inclusive communication is vital for fostering a shared understanding of DEI and reinforcing commitment.
This section explores how your organization promotes an inclusive culture through emphasizing the use of inclusive language, consistent messaging, and cultural sensitivity in both internal and external communications.

1) Please rate on a scale of 1 to 5, 1 being lowest and 5 being highest, the extent to which your organization actively promotes usage of inclusive language in official communication.

Lowest
1
2
3
4
5
Highest

2) To better understand how this is implemented, could you upload some documentation that demonstrates your organization's active promotion of inclusive language in official communication?

* Kindly avoid refreshing the page, as the uploaded data may not be retained.

3) Are employees provided any guidance or resources on using inclusive language?

4) How regularly are DEI-related policies and initiatives communicated to all employees?

Never
Rarely (only when there is an update)
Sometimes (once in 2 to 3 years)
Often (once in a year)
Always (multiple times in a year)

5) Are there specific review mechanisms in place to check external communications for potential bias before publication? Please describe briefly.

Talent Practices

Equitable and inclusive talent practices are fundamental to building a diverse workforce and fostering a culture of belonging.
This section explores how DEI is integrated through the hire to retire lifecycle in your organization including Acquisition, Rewards, Learning and Exit.

1) What practices does your organization employ to attract a diverse applicant pool?

2) To what extent are your hiring processes (screening, interviewing, selection) designed to minimize unconscious bias?

To a limited extent
To a small extent
To a moderate extent
To a large extent
To a very large extent

3) Which of the following techniques or tools are employed in your organization to prevent bias in hiring? (Select all that apply and please specify other, if any)

Blind resume screening
Standardized/structured interview questions
Diverse interview panels
Interviewer training on bias mitigation
Use of AI/technology tools designed to reduce bias (with audits)
Scorecards with defined criteria
No specific techniques employed
Others

4) Does your organization offer DEI-related trainings/ courses to employees?

5) How frequently are your Learning & Development processes/ practices reviewed and updated for bias-free content and inclusive participation?

6) Does your organization conduct regular checks to ensure pay equity across various groups?

7) Which of the following health and welfare benefits does your organization offer to support diverse employee needs? (Select all that apply)

Health insurance covering PwD-related needs beyond basic requirements
LGBTQ+ inclusive benefits
Comprehensive mental health support
Childcare support or subsidies
Maternity leaves
Paternity leaves
Adoption leaves
Flex leaves
Day care facilities
None specific beyond standard offerings
Others

8) What measures are taken in your organization to prevent any conscious/ unconscious biases in reward and recognition process?

9) Are there formal processes/ practices implemented to recognize and reward inclusive behaviors?

10) What processes/ practices does your organization follow to provide equitable opportunities for career development and growth?

11) Does your organization systematically collect exit interview data?

Culture and Well Being

Beyond formal policies and rewards, an inclusive culture is built on everyday experiences of safety, belonging, and support.
This section explores elements of your workplace culture and environment, focusing on psychological safety, accessibility, and systems that support overall employee well-being.

1) How would you rate the accessibility of your organization's physical workplace infrastructure in supporting employees with disabilities?

Needs significant improvement
Few areas are accessible
Moderately accessible
Largely accessible
Fully accessible and proactively reviewed

2) How would you rate the accessibility of your digital infrastructure (e.g., websites, internal tools) for employees with disabilities?

Needs significant improvement
Few areas are accessible
Moderately accessible
Largely accessible
Fully accessible and proactively reviewed

3) To what extent are flexible work arrangements (e.g., flexible hours, compressed workweeks, remote work, etc.) available and encouraged for roles where feasible?

Not available
Available but not easily approved
Available if required
Available and supported
Available and actively encouraged

4) What measures does your organization offer to support employees returning from maternity leave (e.g., flexible work hours, childcare support, phased return, etc.)?

5) Does your organization have a formal anti-harassment policy?

6) Do you have an effective and trusted grievance redressal system?

7) Does your organization formally recognize and support Employee Resource Groups (ERGs) or similar affinity groups?

8) How would you rate the overall activity level and engagement generated by your ERGs?

Very low
Low
Moderate
High
Very high

9) To what extent does the organization monitor ERG participation levels and assess their effectiveness or impact?

Not at all
To a small extent
To a moderate extent
To a large extent
To a very large extent

Value Chain Diversity

While an organization is a sum total of people who are part of it, it also operates in an ecosystem consisting of various other stakeholders who contribute significantly in the journey towards achieving the organization's vision.
An organization's commitment to DEI extends to its entire ecosystem, including suppliers, partners, contract workers, etc. This section explores how you promote diversity and inclusion throughout your value chain.

1) Does your organization have a formal supplier diversity policy or practice?

2) To what extent are DEI criteria (e.g., supplier's own DEI practices, ownership diversity) considered during your vendor selection and procurement process?

Not at all
To a small extent
To a moderate extent
To a large extent
Systematically integrated

3) To what extent are contract workers (on your premises/projects) covered by relevant DEI policies (e.g., anti-harassment, code of conduct)?

Not at all
Minimally (e.g. basic safety only)
Partially (e.g. some policies)
Largely (e.g. most key policies)
Fully covered

4) Has your organization taken specific initiatives to support the well-being or inclusion of its contract workforce beyond legal requirements?

5) Does your organization include clauses related to DEI expectations or compliance (e.g., non-discrimination, ethical labour practices) in contracts with key suppliers or partners?

Metrics & Analytics

Understanding workforce composition is essential for tracking progress and identifying areas for focused DEI efforts. "What gets measured gets managed" and effective DEI strategies are backed by data and continuously improved. This final section explores how your organization tracks DEI-related metrics, analyses outcomes, and maintains transparency with internal and external stakeholders about its progress.

1) Does your organization systematically track representation of diverse groups across levels/ functions?

2) How would you rate the diversity within your high-potential talent pool/ succession pool? Please respond on a scale of 1 to 5 where, 1 is lowest and 5 is highest.

Lowest
1
2
3
4
5
highest

3) How does your organization track DEI-related metrics? (Select all that apply)

Recruitment funnel (e.g., applicants, interviews, hires by demographic)
Employee engagement surveys
Performance management outcomes
Promotion rates (by demographics)
Learning program participation/ completion (by demographics)
Retention/ Attrition rates (segmented by demographics)
Pay equity analysis results
ERG participation/feedback
Grievance/ Complaint data related to DEI
Supplier diversity spend/metrics
None / Basic headcount only
Others

4) Provide one example of an insight gained from analysing your DEI metrics in the past year that led to a specific action or change.

5) How regularly are DEI metrics and progress reported to internal stakeholders (e.g., employees, managers, leadership)?

6) Does your organization publicly disclose DEI data or progress towards targets?

If yes, what types of DEI information are publicly disclosed? (Select all that apply).