Strategic Diversity Equity and Inclusion Leadership Assessment

2020
Kevin A Carter
Inclusion Innovates
kevin@kacartergroup.com
10/1/2020
Strategic DEI Leadership

1 SDL Assessment. © 2010 - 2020 Inclusion Innovates All Rights Reserved
Authors
Kevin A. Carter
Layout and Design
Kevin A. Carter
© 2010 - 2020 Inclusion Innovates
This assessment may not be reproduced, revised, translated, or photocopied in whole or
in part by any means, now known or later invented, without the express written
permission from Kevin A. Carter, President, Inclusion Innovates.
For additional copies or information, please contact:
Kevin A Carter
President | Inclusion Innovates
www.inclusioninnovates.com | #InclusionInnovates
601.790.1547 (C) | kevin@kacartergroup.com
October 2020

Strategic DEI Leadership (SDL) Assessment
Your personal journey
This assessment serves as a resource to assist you, and your team, leverage the uniqueness
of each other to better customers, business partners and community stakeholders
The Inclusion Innovates Strategic Diversity, Equity and Inclusion Leadership (SDL)
assessment is both a supplement to cultural competence coaching and training, as well
as a stand-alone document that will enhance your ability to achieve personal, team and
organization success.
The challenge, and opportunity, for all of us, is to grow, from where you are now,
to a deeper understanding of how to best deliver the organization’s brand to colleagues,
customers, business partners and the community.
Keep an open mind. Enjoy the journey. Let’s begin!
CONFIDENTIALITY NOTICE: The information may be confidential and/or privileged. If you are not the
intended recipient or an authorized representative of the intended recipient, you are hereby notified
that any review, dissemination, or copying of this document, if any, or the information contained herein
is prohibited. If you have received this document in error, please immediately notify the sender by
return e-mail and destroy this document Thank you.

Contents:
I. Business Case
II. SDL Assessment
III. Suggestions
IV. Action Plan
V. Products
Note: The most effective way to use the SDL assessment is as follows:
1. Complete the assessment
2. Score your responses
3. Complete and execute your personal action plan
Tip: Read and reflect on the suggestions (see section IV) that best correspond with
your score and responses to develop your plan

I. Business Case
The national and global marketplaces consist of a highly diverse group of people that
corporations must understand and engage with to be successful. Households are less
“traditional,” with more diverse compositions – multiple ethnicities and languages under one
roof, blended families, single parent households, foreign and cross-cultural adoption,
unmarried live-ins, an increasing number of singles not interested in marriage or children,
and these are just a few examples.
The purpose of the Strategic DEI Leadership assessment is to help organizations
innovate across all business functions through a better understanding of cultural diversity
within employees, customers and communities.
Your organization wants to enhance its Cultural Competence because these
changes in the marketplace increasingly require your employees to connect with
each other, understand the wants and needs of your customers, and be better
neighbors in the communities you serve.
The SDL assessment helps individuals and organizations make diverse, genuine and
effective connections that result in marketplace, workplace and community benefits:
• Workplace: Talent recruitment and engagement, performance improvement, and
referrals
• Marketplace: Product development, market share or revenue growth and customer
growth
• Community: Recognition, awards and referrals
Customers want to relate to, or identify with, an organization, the products and the
suppliers. They want to feel that an organization, it’s the supply chain, hold values and
beliefs like their own. Customers are interested in how/where a product, or service is
sourced and sustained. They want to “know” who they are buying from and want that
company to be “good guys” who do “the right thing” – e.g. have a community focus, global
mission, give back to and support worthy causes, has a positive mission and focus.
Your organization wants to enhance its Cultural Competence because it will be
increasingly important for you to build a unique affinity with your customers, and
to create an experience within your organization that welcomes, understands and
values others.

Inputs / Resources Outputs / Benefits

Recently we have witnessed tremendous successes and misstep in leveraging cultural
competence for favorable business impact.
Workplace Inclusion
Success Misstep
The Honey Maid “This is Wholesome”
campaign redefined unconventional
families as wholesome, whether mixed
race, LGBT, black, or immigrant.
The #MeToo has spurred investors to
move money to companies that support
women.
Diverse Product Offering
Success Misstep
Rihanna's makeup line Fenty Beauty
outsold both KKW Beauty and Kylie
Cosmetics.
H&M apologized for producing and
marketing a children’s 'monkey' sweatshirt
ad seen as racially insensitive.

Culturally Aware Marketing
Success Misstep
The ‘Black Panther’ grassroots marketing
movement focused on African-American
African ancestral roots was unlike any
other Marvel movie, and extremely
successful.
Dove apologized for Ad showing a Black
woman turning into a white one.
Brand says it ‘missed mark’ after being accused
of racism in campaign promoting body lotion
Culturally Competent Customer Service
Success Misstep
The Apple iPad Accessibility for ioS 9 Ads
showed how accessible tech helps people
living with disabilities.
United Airlines controversies from
revoking a toddler's seat to removing a
passenger hurt the companies brand.

Conclusion
So, what does all that mean? You must understand culture to predict trends. Understanding
the changing needs, wants and make-up of customers and the communities you serve will
help you work with each other, your partners and suppliers to offer innovative and
successful solutions. Understanding the market and customers is obviously important.
Understanding ourselves and working effectively and inclusively with each other is
sometimes lost on many companies. You must strike that balance to make inclusiveness
truly work.
It’s more than just “the right thing to do” it must be way you strive to be; who you are.

II. SDL Assessment
Instructions:
Take a few moments to assess where you are along the journey to improve your
Cultural Competence. These questions will help you reflect on your current level of self-
awareness, awareness of others, and bridging skills to collaborate effectively across
cultures. More importantly, answers the questions honestly will help with build more
meaningful relationships across cultures with colleagues, customers, business partners
and community residents.
Tips:
● Be completely honest with yourself – don’t hold back.
● Your responses are private and personal. Your employer and colleagues will
never see the results unless you share them.

SDL Assessment – section 1
Check the box that corresponds with how
strongly you agree with each statement:
POINTS:
Strongly
Disagree
(1)
Disagree
(2)
Neutral
Don’t
Know
(0 – zero)
Agree
(4)
Strongly
Agree
(5)
AWARENESS
Step 1: Do you consistently reflect on your values, beliefs and behaviors, their source, and address any
cultural biases or misconceptions?” Answer honestly below to gain an indication if you do.
1. I have a clear set of core values to which I
consistently align my behaviors.
2. I critically examine the cultural factors
influencing my behaviors.
3. I see value in the cultural, gender, ethnic and
other individual differences in people.
4. I am aware of, and able to manage, my own
cultural biases and stereotypes.
5. I know my personal strengths, best qualities,
weaknesses and, or excesses, and how they
impact others.
6. I can site specific examples of my efforts to
further my knowledge and understanding of
my own and other cultures.
COLUMN COUNT (# of Checks) =
COLUMN POINTS (# of Checks X Points) =
SECTION 1 TOTAL SCORE (Add All Points) = ___________________
Scoring Instructions:
Great start! You have completed the first section. Only three more to go. Let’s tally up your points
before we move on.
Add the total number of check marks in each column. Take that number and multiply it by the
number of points allotted for that answer.
Input your total for each column. Add the numbers across to get a total for this section.

Check the box that corresponds with how
strongly you agree with each statement:
SCORE:
Strongly
Disagree
(1)
Disagree
(2)
Neutral
Don’t
Know
(0 – zero)
Agree
(4)
Strongly
Agree
(5)
ENGAGEMENT
Step 2: Are you emotionally involved and, or committed to fostering an inclusive environment? Can you
inspire this same emotional involvement or commitment in others, particularly those of a different
cultural background? Answer honestly below to gain an indication if you do.
7. I am open to sharing information about my
culture with others.
8. I have meaningful relationships with people
from different cultural backgrounds than my
own.
9. I demonstrate curiosity, respect and empathy
for the culture, values, attitudes and beliefs of
others.
10. I cultivate a broad and culturally diverse
network of individuals to exchange ideas and
make decisions.
11. I seek feedback from a diversity of people on
the impact of my behaviors on individuals
from cultures different than my own.
12. I have a very good understanding of at least
one culture that is different than my own.
Your halfway there! You have now completed two sections. Tally your column totals,
multiply by the points at the top of the column to get your column points, then add those
together to get your total score for this section.

Check the box that corresponds with how strongly
you agree with each statement:
SCORE:
Strongly
Disagree
(1)
Disagree
(2)
Neutral
Don’t
Know
(0 – zero)
Agree
(4)
Strongly
Agree
(5)
EMPOWERMENT
Step 3: Do you examine and address cultural barriers and bias by providing authority, power and, or
confidence to others to reach their full potential? Answer honestly below to gain an indication if you do.
13. I use my power in visible and subtle ways to
include people and discourage exclusion.
14. I instill in others the confidence that their views
and perspectives will be acknowledged and
considered.
15. I foster a work environment where cultural
similarities and differences are acknowledged
and incorporated into team operations.
16. I consider the business impact of the decisions
made by my team, and myself, through the
perspective of people from different cultural
backgrounds than my own.
17. I can site an example where I took a risk to
acknowledge, understand and, or address a
cultural barrier, or bias, negatively impacting
someone else.
18. I address subtle and non-subtle cultural barriers
and bias that inhibit others from reaching their
full potential.
Your almost finished. Tally your column totals, multiply by the points at the top of the
column to get your column points, then add those together to get your total score for this
section.

Check the box that corresponds with how strongly
you agree with each statement:
SCORE:
Strongly
Disagree
(1)
Disagree
(2)
Neutral
Don’t
Know
(0 – zero)
Agree
(4)
Strongly
Agree
(5)
ACHIEVEMENT
Step 4: Can you identify an individual or team result, or outcome, gained by utilizing cultural
competence?
19. I can leverage my strengths to behave in a
manner that creates the best outcome for our
team, and our organization.
20. I can leverage the strengths of others so that
they behave in manner that creates the best
outcome for our team, and our organization.
21. I can develop goals and objectives that
incorporate diversity, and, or cultural
competence.
22. I can deliver business results through culturally
competent behaviors.
23. I can share specific examples where my cultural
competence led to a favorable business, or
organizational, outcome.
24. I can quantify and measure the business impact
of cultural competence.
SDL ASSESSMENT COMPLETE SCORE =
(Add the total scores from each section)
Congratulations - You have officially completed your SDL Assessment! Calculate your total
score for this section. To get your SDL Assessment Complete Score, add your total scores for
each page. Take a break – you deserve it.

III. Suggestions
Fantastic – you have completed the SDL assessment! Now what? Based on your assessment
findings your next step will be building an action plan to support closing any gaps you
identified. You may find the suggestions below helpful in developing your personal
action plan. It is not necessary that you complete all the suggestion. Choose the items that
you believe will be most beneficial, or use these ideas as thought-starters to generate
your own. Be proactive in sharpening your own intercultural competence.
Score Recommendations
0 – 85
There are some areas along a cultural competence journey that you fully embrace and
others where you are either unsure, uncomfortable, or may need some suggestions on how
to strengthen your knowledge and abilities. You are headed in the right direction.
Here’s what you can do:
● Check your section scores for areas with the lowest number of points (each is worth 30
pts.)
● Focusing on these areas will give you the most “bang for your buck” and get you
further along the path.
● Develop your SCL assessment Action Plan by using the Suggested Actions document
as a guide. You can choose 1 – 3 suggestions for any part of The Pathway where your
score is low or where you want to strengthen your skills.
● If your score is 20 or below in more than one area, consider mastering one at a time.
This is a journey, not a race.
86 - 100
You have grown significantly in self-awareness, the awareness of others and connecting
meaningful with individuals you perceive as culturally different than you. Let’s keep it
going.
● Check your lowest section scores (each is worth 30 pts.)
● Develop your SDL assessment Action Plan. Use the Suggested Actions document to
help you.
● Take this opportunity to stretch – you are ready for a challenge so choose something you may
be uncomfortable with.
101 - 120
You are modeling inclusive behavior and truly leading the way. Keep it up!
● Check your lowest section scores (each is worth 30 pts.)
● Develop your SDL Action Plan; use the Suggested Actions doc. as a guide.
● Choose stretch goals for yourself.
● Find ways to support and mentor others in their journey on The Pathway
● Look for ways to help the organization connect with the community

Suggested Actions: Use these suggestions to help build your SDL Action Plan
page 1 of 2
Pathway Steps Suggestions
Step 1:
GROW SELF &
OTHER
AWARENESS
Reflect on your values, beliefs and behaviors, their source, and any
cultural biases or misconceptions.
• Be aware of how your values, beliefs and preferences shape your view of yourself
and others.
• Keep an open mind when talking to people who are different from you, whether
they’re from a different culture, ethnicity, political or ideological group, or simply
a different organization.
• Get to know people in different neighborhoods and social groups.
• Try to learn about the backgrounds of the religion, nation, or ethnic group that
you’re going to interact.
• Share cultural information about yourself freely and respectfully when questioned.
• Actively and regularly examine the diversity of your networks and the sources of
your ideas.
• Keep a diary of your cultural observations, noting your frustrations as well as
your successes.
• Find non-treating ways to enhance your understanding of other cultures. For
example, learn about key dishes, or recipes in the world.
Step 2:
BE ENGAGED,
AND INSPIRE
ENGAGEMENT
IN OTHERS
Foster an emotional connection or commitment with others,
particularly those of a different cultural background.
• Listen to others carefully to understand their meaning, reasoning and intent.
• Recognize and value different styles of working, learning and leading.
• Seek input from stakeholders of various cultural backgrounds on work projects
and initiatives.
• Learn how to effectively adapt your behaviors appropriately when interacting
with colleagues and customers from different cultures.
• Foster at least one additional meaningful relationship with a person of a culture
you know little about.
• Improve your awareness of cultural interactions, whether at work, or in public, by
studying local media, movies or magazine articles.
• In new situations and cultural contexts, pay attention to verbal and nonverbal cues
and adapt your behavior and communication style to be effective.
• Recognize and seek feedback on your impact on others. Ask them “what about
me prevents you from reaching your full potential,” or “How do my strengths
prevent you from exhibiting your strengths?”

Suggested Actions page 2 of 2
Step 3:
EMPOWER
OTHERS
Examine and address cultural barriers and bias to provide authority,
power and, or confidence to others to reach their full potential.
● Use your personal and positional power to support diversity and inclusion
● Speak clearly and powerfully to your stakeholders about the benefits of
diversity and inclusion.
● Support and motivate individuals; ask them what they need to develop, and
succeed
● Proactively support the creation of interdisciplinary teams; the formation and
involvement of direct-reports in employee resource group and the use of
collaborative technology to foster business solutions.
● Inquire about the strengths and interests of others, ask them “what don’t I know
about you that could aid our collective success?”
● Reinforce inclusive behavior and intervene to stop subtle and explicit
exclusionary behavior.
● Declaring your intentions about valuing diversity and inclusion in words out
loud, or writing them down, sends a clear message to everyone, as well as to
your own subconscious.
Step 4:
ACHIEVE
RESULTS
THAT BETTER
YOU, YOUR
TEAM AND
SOCIETY!
Achieve individual or team results, or outcomes, by utilizing
cultural competence.
• Understand why diversity and inclusion is important to your organization
• Acknowledge and leverage cultural differences and similarities in achieving
individual and team goals.
• Focus on creating mutually beneficial outcomes with stakeholders from a variety
of demographic groups.
• Incorporate metrics to assess the organization’s cultural competence
• Partner with colleagues, community groups and other businesses (when
applicable/appropriate) to champion experiences, events or programs that foster
a sense of connection, community and appreciation with stakeholders
• Incorporate metrics to assess the organizations success across a variety of
demographic groups
• Enhance your organization’s reputation by serving in a leadership capacity for
an external organization in a community, culturally different than your own.

IV. The SDL Assessment Action Plan
You can use this easy template to create your personal action plan, or, feel free to create
your own format. Choose just a few items to work on, perhaps 2 or 3. This is a journey,
not a race. Challenge yourself -- stretch to try one thing you are not comfortable with.
Sometimes we grow the most when we make a stretch goal.
Strategic DEI Leadership (SDL) Action Plan
Area of
Opportunity
Action
(One per box)
Resources
(People,
Education, etc.,)
Start
Date
Reflection
Date
Remember to enjoy the journey. Pace yourself. Use the toolkit as fuel for your trek.

V. Products
Inclusion Innovates offers, and uses, the complementary products below in
conjunction with the SDL assessment. Please contact us, if you would like more
information on these products:
• Strategic Diversity, Equity and Inclusion Leadership (SDL) Assessment is an
assessment and action guide that measures your comfort level and effectiveness in
leveraging diversity, intercultural competence and collaboration to enhance personal
effectiveness, team productivity and business impact.
• Intercultural Development Inventory (IDI®) is assessment that measures your
intercultural competence which is the capability to shift cultural perspective and
appropriately adapt behavior to cultural differences and commonalities for more
effective individual and team relationships.
• LIFO ® (Life Orientations) is a survey that identifies and enhances individual and
team interpersonal relationships and productivity by capitalizing not only on your
own strengths, but also on the strengths of those around you.
• Owning Your Brand (OYB) is model and process that helps you discover the values,
beliefs and behaviors of your personal brand, and its impact on performance.
• Performance Square (P2) is a model and process that engage managers and
employees to dialogue and act on four elements to achieve optimal performance: the
role, the employee’s behavioral and technical competencies, the manager’s self-
awareness and contribution to the employee’s performance, and the broader
organization.
• The Network Analysis Worksheet is worksheet that is used in conjunction with
Intercultural Development Inventory (IDI®) and LIFO ® (Life Orientations) and
helps you track, assess and improve your relationships with individuals within your
personal or professional network.
• The Business-Aligned Diversity & Inclusion Planning Model is model and
worksheet that helps you created D&I initiatives and actions that are aligned to
organizational goals to enhance buy-in, assist in obtaining resources and measure
favorable business results.

Inclusion Innovates
Our Vision: To propel organizations to be the best in their industry in leveraging the
diversity of employees, customers, and communities for positive business results.
Our Mission: To enhance diversity and inclusion efforts to support employee
engagement, customer affinity, community advocacy and sales efforts.
Contact us about our product and services:
Kevin A Carter
President | Inclusion Innovates
www.inclusioninnovates.com | #InclusionInnovates
601.790.1547 (C) | kevin@kacartergroup.com

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