Organizational D&I AssessmentEstimated 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.DisagreeSomewhat DisagreeSomewhat AgreeAgreeTo be successful at my firm, attorneys have to conform to the dominant group’s norms.DisagreeSomewhat DisagreeSomewhat AgreeAgreeInclusiveness practices are embedded into every aspect of the firm (e.g. in policies, procedures, culture, and behaviors).DisagreeSomewhat DisagreeSomewhat AgreeAgreeLeaders at my firm leave the bulk of responsibility for diversity efforts to the Diversity Committee.DisagreeSomewhat DisagreeSomewhat AgreeAgreeDiversity is viewed as a non-issue by a majority of senior decision makers at my firm.DisagreeSomewhat DisagreeSomewhat AgreeAgreeAlthough leaders at my firm support diversity, they are not actively engaged in diversity efforts.DisagreeSomewhat DisagreeSomewhat AgreeAgreeAttorneys in historically underrepresented groups are well represented among those in higher ranks at my firm.DisagreeSomewhat DisagreeSomewhat AgreeAgreeA majority of my law firm’s social events include staff members.DisagreeSomewhat DisagreeSomewhat AgreeAgreeMy firm’s diversity efforts are mostly just for show.DisagreeSomewhat DisagreeSomewhat AgreeAgreeMany attorneys at my firm are actively working to create a more inclusive culture.DisagreeSomewhat DisagreeSomewhat AgreeAgreeThere are no diversity programs at my firm.DisagreeSomewhat DisagreeSomewhat AgreeAgreeMy firm’s Diversity & Inclusion Committee includes at least one influential leader.DisagreeSomewhat DisagreeSomewhat AgreeAgreeI see evidence that attorneys at my firm often incorporate diverse perspectives into their decision making.DisagreeSomewhat DisagreeSomewhat AgreeAgreeLeaders at my firm do not value diversity.DisagreeSomewhat DisagreeSomewhat AgreeAgreeAt my firm, attorneys in underrepresented groups have higher attrition rates than attorneys in overrepresented groups.DisagreeSomewhat DisagreeSomewhat AgreeAgreeI think everyone at my firm would report that they feel like valued members of the team.DisagreeSomewhat DisagreeSomewhat AgreeAgreeLeaders in my firm claim to be “color/gender/age blind.”DisagreeSomewhat DisagreeSomewhat AgreeAgreeMany attorneys at my firm have a good understanding of cultural differences.DisagreeSomewhat DisagreeSomewhat AgreeAgreeMy firm participates in several external diversity-related organizations.DisagreeSomewhat DisagreeSomewhat AgreeAgreeThere is no Diversity Committee at my firm.DisagreeSomewhat DisagreeSomewhat AgreeAgreeMost attorneys at my firm view diversity as an essential component of business success.DisagreeSomewhat DisagreeSomewhat AgreeAgreeLeaders in my firm take personal responsibility for eliminating hidden barriers that disproportionately impact underrepresented groups.DisagreeSomewhat DisagreeSomewhat AgreeAgreeJunior-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.DisagreeSomewhat DisagreeSomewhat AgreeAgreeTo help diminish unwanted attrition gaps among different groups of attorneys, my law firm has undertaken concerted efforts to eliminate hidden barriers.DisagreeSomewhat DisagreeSomewhat AgreeAgreeMost attorneys at my firm are implementing tactics to interrupt their unconscious biases.DisagreeSomewhat DisagreeSomewhat AgreeAgreeAttorneys in underrepresented groups frequently feel like outsiders at my firm.DisagreeSomewhat DisagreeSomewhat AgreeAgreeThere are few, if any, attorneys in underrepresented groups at my firm.DisagreeSomewhat DisagreeSomewhat AgreeAgreeSpecific diversity and inclusion efforts are embedded in job responsibilities of every person at my firm.DisagreeSomewhat DisagreeSomewhat AgreeAgreeThe policies that would foster greater diversity at my firm are not supported in practice.DisagreeSomewhat DisagreeSomewhat AgreeAgreeMany attorneys at my firm have received training on unconscious bias.DisagreeSomewhat DisagreeSomewhat AgreeAgreeThere is no social interaction between people in upper and lower ranks at the firm.DisagreeSomewhat DisagreeSomewhat AgreeAgreeLeaders at my firm seek to leverage diversity by deliberately creating diverse teams to provide the best service for clients.DisagreeSomewhat DisagreeSomewhat AgreeAgreeTime is Up!
