Organizational D&I Assessment Estimated time to complete: 5 minutesWelcome to the Organizational Diversity & Inclusion Assessment. It is designed to help you benchmark your firm’s current diversity and inclusion efforts.In answering the questions, keep in mind that in most law firms, traditionally underrepresented groups include female, LGBTQ, racially/ethnically diverse, and disabled lawyers. However, in Minority- and Women-Owned law firms, white men could be underrepresented. Answer the questions based on what group(s) are underrepresented in your particular firm.The assessment takes about 5 minutes to complete. Try to answer the questions for the firm overall. If your law firm is too large and you don’t feel you have a good sense of what is happening across the firm, then answer the questions based on your particular practice group or office.Your answers are completely anonymous. At the end of the assessment, you will receive instant results based on your answers. None of the information is stored by the website app. It is widely recognized at the firm that everyone has unconscious biases that can disproportionately affect attorneys in underrepresented groups. Disagree Somewhat Disagree Somewhat Agree Agree To be successful at my firm, attorneys have to conform to the dominant group’s norms. Disagree Somewhat Disagree Somewhat Agree Agree Inclusiveness practices are embedded into every aspect of the firm (e.g. in policies, procedures, culture, and behaviors). Disagree Somewhat Disagree Somewhat Agree Agree Leaders at my firm leave the bulk of responsibility for diversity efforts to the Diversity Committee. Disagree Somewhat Disagree Somewhat Agree Agree Diversity is viewed as a non-issue by a majority of senior decision makers at my firm. Disagree Somewhat Disagree Somewhat Agree Agree Although leaders at my firm support diversity, they are not actively engaged in diversity efforts. Disagree Somewhat Disagree Somewhat Agree Agree Attorneys in historically underrepresented groups are well represented among those in higher ranks at my firm. Disagree Somewhat Disagree Somewhat Agree Agree A majority of my law firm’s social events include staff members. Disagree Somewhat Disagree Somewhat Agree Agree My firm’s diversity efforts are mostly just for show. Disagree Somewhat Disagree Somewhat Agree Agree Many attorneys at my firm are actively working to create a more inclusive culture. Disagree Somewhat Disagree Somewhat Agree Agree There are no diversity programs at my firm. Disagree Somewhat Disagree Somewhat Agree Agree My firm’s Diversity & Inclusion Committee includes at least one influential leader. Disagree Somewhat Disagree Somewhat Agree Agree I see evidence that attorneys at my firm often incorporate diverse perspectives into their decision making. Disagree Somewhat Disagree Somewhat Agree Agree Leaders at my firm do not value diversity. Disagree Somewhat Disagree Somewhat Agree Agree At my firm, attorneys in underrepresented groups have higher attrition rates than attorneys in overrepresented groups. Disagree Somewhat Disagree Somewhat Agree Agree I think everyone at my firm would report that they feel like valued members of the team. Disagree Somewhat Disagree Somewhat Agree Agree Leaders in my firm claim to be “color/gender/age blind.” Disagree Somewhat Disagree Somewhat Agree Agree Many attorneys at my firm have a good understanding of cultural differences. Disagree Somewhat Disagree Somewhat Agree Agree My firm participates in several external diversity-related organizations. Disagree Somewhat Disagree Somewhat Agree Agree There is no Diversity Committee at my firm. Disagree Somewhat Disagree Somewhat Agree Agree Most attorneys at my firm view diversity as an essential component of business success. Disagree Somewhat Disagree Somewhat Agree Agree Leaders in my firm take personal responsibility for eliminating hidden barriers that disproportionately impact underrepresented groups. Disagree Somewhat Disagree Somewhat Agree Agree Junior-level attorneys and staff members at my firm are treated as if they are there to serve the partners rather than as full members of the team. Disagree Somewhat Disagree Somewhat Agree Agree To help diminish unwanted attrition gaps among different groups of attorneys, my law firm has undertaken concerted efforts to eliminate hidden barriers. Disagree Somewhat Disagree Somewhat Agree Agree Most attorneys at my firm are implementing tactics to interrupt their unconscious biases. Disagree Somewhat Disagree Somewhat Agree Agree Attorneys in underrepresented groups frequently feel like outsiders at my firm. Disagree Somewhat Disagree Somewhat Agree Agree There are few, if any, attorneys in underrepresented groups at my firm. Disagree Somewhat Disagree Somewhat Agree Agree Specific diversity and inclusion efforts are embedded in job responsibilities of every person at my firm. Disagree Somewhat Disagree Somewhat Agree Agree The policies that would foster greater diversity at my firm are not supported in practice. Disagree Somewhat Disagree Somewhat Agree Agree Many attorneys at my firm have received training on unconscious bias. Disagree Somewhat Disagree Somewhat Agree Agree There is no social interaction between people in upper and lower ranks at the firm. Disagree Somewhat Disagree Somewhat Agree Agree Leaders at my firm seek to leverage diversity by deliberately creating diverse teams to provide the best service for clients. Disagree Somewhat Disagree Somewhat Agree Agree Time's up
