Workplace Discrimination Assessment

Assessment Introduction

Page 1

Welcome to the Workplace Discrimination IQRM!

Numerous federal, state, and local laws prohibit employment discrimination. If non-complying, you risk discrimination charges that including, remedies of reinstatement, back pay, injunctions, and, in some cases, fines, and attorneys’ fees.  In addition to the substantive claims brought by their employees under the civil rights laws mentioned above, employers may also be exposed to serious liability for retaliating against employees who have asserted rights under the various employment discrimination laws. 

Overall, employment discrimination is just bad business.  With that in mind, please click below to begin a 25 statement survey to gain your organization’s IQRM Effectiveness Risk Audit Score for workplace discrimination. 

Statement 1

How effective is your organization’s equal employment opportunity (EEO) policies, objectives, and practices in aligning with your strategic, business, and talent management objectives?

Statement 2

How effective are your organization’s EEO policies and practices in enhancing the value of its human capital, making your organization more competitive, and helping your organization achieve its strategic and business objectives?

Statement 3

To what extent do your organization’s EEO policies and practices have a positive impact on our organization’s financials (e.g., revenue, labor costs, profitability, and earnings per share)?

Statement 4

How well do your organization’s EEO policies and practices demonstrate your commitment to compliance with laws and regulations?

Statement 5

How effective is your organization in assessing current and future external factors ― such as the economy, competition, technology, or laws and regulations ― for their impact on the purpose, scope, and effectiveness of your EEO policies, practices, and processes?

Statement 6

How effective is your organization in  assessing current and future internal factors ― such as changes in your organization’s culture, values, or mission, organizational structure, strategic and business objectives, or work force diversity ― for their impact on the purpose, scope, and effectiveness of your EEO policies, practices, and processes?

Statement 7

How effective is your organization in regularly assessing its EEO policies, practices, and processes to determine if they comply with federal, state, and local laws, regulations, and Executive Orders, professional standards, and, where appropriate, best practices?

Statement 8

How effective are your organization’s culture, values, and ethical standards in supporting and enhancing your organization’s EEO policies, practices, and processes?

Statement 9

How effective are your managers and supervisors in answering routine employee questions as relates to the organization’s EEO policies, practices, and processes?

Statement 10

By soliciting feedback through surveys, to what degree have you been effective in ensuring employees feel your EEP policies, practices and processes are fair and effectively communicated?

Statement 11

How effective is your organization in identifying and assessing the financial and organizational risks associated with noncompliance with EEO laws, regulations and court decisions? 

Statement 12

How well does your organization develop and monitor Key Performance Indicators (KPIs) to measure its performance in meeting its EEO objectives and obligations?

Statement 13

How effective is your organization in measuring its EEO and diversity performance?

Statement 14

To what degree does your organization measure and hold senior management, managers, and supervisors accountable for their performance in achieving EEO and diversity goals?

Statement 15

How proactive is your organization at disseminating a written policy statement concerning its commitment to EEO and diversity?

Statement 16

How effective are your organization’s policies at specifically prohibiting discrimination on the basis of race, color, religion, national origin, sex, pregnancy, age, disability, the use of genetic information, and when required, veteran’s status?

Statement 17

How would you rate your organization’s policy at prohibiting discrimination on the basis of categories protected under our state’s EEO laws, e.g., marital status, familial status, sexual preference or orientation, matriculation, or political affiliation?

Statement 18

How effective has top management been in clearly expressing its commitment to EEO and made diversity and inclusion a part of the organization’s corporate culture, values, and ethics?

Statement 19

How effective as your organization been in prohibiting discrimination in hiring, promotion, discharge, compensation, and other terms, conditions, and privileges of employment?

Statement 20

How effective is your organization in publicly communicating its commitment to equal employment opportunity in its job postings, job advertisements, and on our website?

Statement 21

To what extent does your organization provide equal access to skills training, educational programs, and work experience?

Statement 22

How effective is your organization in providing equal access to coaching and mentoring activities?

Statement 23

How well does your organization prepare all managers, supervisors, and employees by making them aware of your EEO policy and anti-discrimination practices, and by stressing that violators will be disciplined?

Statement 24

How effective is your organization at measuring managers and supervisors in achieving the organization’s EEO and diversity goals while holding them accountable whenever discrimination or harassment is brought to their attention?

Statement 25

How well and conspicuously does your organization display all required federal, state, and local EEO posters and notices so that such posters are visible to both employees and applicants, accessible to individuals with disabilities, and understood by non-English-speaking applicants and employees?

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