1. Measuring results of diversity and inclusion initiatives is key to demonstrate its contribution to
the organization bottom-line. The challenge is to determine the value of a diverse and inclusive
work environment.
The struggle is to determine the value of the diversity initiatives and show how they contribute to
an organization’s goal. This approach is based on the New Inclusion Quotient (based on OPM EVS)
and calculates the reduced productivity due to issues of inclusion considering the number of
employees that didn’t give a positive score to diversity and inclusion practices. It uses Edward E
Hubbard proposition of a reported 25% reduction in productivity due to workplace barriers.
Premise: Employees cannot perform at their full potential when the workplace environment is
not inclusive, i.e., does not leverage the benefits of the diversity that the employee can
contribute to the workplace; or when employees encounter real or perceived barriers due to
diversity/inclusion management issues.
Return On Inclusion - The Diversity Gain
Eberhart Model
Calculate my ROI

2. Return on Inclusion
Eberhart Model
Calculator
Enter the following information:
Average Annual Salary (exclude fringe benefits –
permanent workforce)
Number of Employees
Average New Inclusion Quotient (click here to calculate)
Total estimate of return on inclusion (ROI) $ XXXXXXXXXXX
Calculate Reset
NEXT

3. Return on Inclusion
Eberhart Model
Benchmark
Total estimate of return on inclusion $ XXXXXXXXXXX
GO BACK Reset
Low 25% Average 75% High
Based on your information, and in comparison with agencies of the same size,
your ROI is showed below:
Inclusion Self-Assessment

4. New Inclusion Quotient Calculator
Please enter your positive score for following questions: Positive Score
Fairness
Q.23 - Steps are taken to deal with a poor performer
Q.24 - Differences in performance are recognized
Q.25 - Awards depend on how well employees perform
Q.37 - Arbitrary action, favoritism, and coercion for partisan
political purposes are not tolerated.
Q.38 - Prohibited personnel practices are not tolerated
The New Inclusion Quotient consists of 20 questions that were identified through a rigorous factor analysis of OPM’s Employee
Viewpoint Survey (EVS) questions. These 20 questions of the 87 questions tested had the highest correlation to an inclusive
environment. Further, these 20 questions were clustered around five factors that were later renamed habits.
The five corresponding habits of inclusion are:
• Fairness
• Open-mindedness
• Cooperativeness
• Supportive
• Empowered
This assessment refers to these habits are “behaviors” and is built in the concept that individual behaviors in the form of habits create
an inclusive environment. Research indicates that workplace inclusion is a contributing factor to employee engagement and
organization performance. The major issue facing organizations in regards to inclusion is how to properly measure it and improve an
inherently intangible aspect of group interaction. To calculate your organization quotient, please enter the total of positive
responses to the questions below.

5. New Inclusion Quotient Calculator
Please enter your positive score for following questions: Positive Score
Open-mindedness
Q.32: Creativity and innovation are rewarded.
Q.34 - Policy and program promote diversity in the workplace
Q.45 - My supervisor is committed to a workforce
representative of all segments of society
Q.55 - Supervisors work well with employees of different
backgrounds
Cooperativeness
Q.58 - Managers promote communication across work units
Q.59 - Managers support collaboration across work units

6. New Inclusion Quotient Calculator
Please enter your positive score for following questions: Positive Score
Supportive
Q.42 - Supervisor supports work/life balance
Q.46 - Supervisor provides constructive suggestions to
improve job performance
Q.48 - Supervisor listens to what I have to say
49 - Supervisor treats me with respect
50 - In the last 6 months, my supervisor has talked to me
about performance
Empowered
Q.2 - I have enough information to do my job well
Q.3 - I feel encouraged to come up with new and better ways
of doing things
Q.11 - My talents are used well in the workplace
Q.30 - Employees have a feeling of personal empowerment
with respect to work processes
New Inclusion Quotient of your Agency:

7. The Index presents a series of questions and asks that you rate to the extent to which statement is true
of your actions. The Federal Employee Viewpoint Survey (EVS) includes these questions to establish the
New Inclusion Quotient Score of your office. Comparing your personal score with your office score will
help you to identify areas for improvement and learn best practices which can assist in improving your
department and the agency’s score.
When you have finished, the app will present your score and general feedback. It will also provide a
resources page that has suggestions for best practices. Your index score data is not saved. Your scores
are confidential; they will not be seen by anyone else.
Instructions
Thinking of your actions with your employees and team members read the statements below. Then rate
the extent to which the statement is true of your actions. As you read the statements, think about
specific times when you took that action. This will help you to provide thoughtful responses rather than
just “checking off” a box.
To what extent does the statement reflect my actions?
1 = to no extent at all
2 = to a very little extent
3 = to some extent
4 = to a great extent
5 = to a very great extent
My Inclusion Index

8. My Inclusion Index
23 –I take steps to deal with a poor performer.
• I take time to talk with employees about their performance and help them set developmental goals at least twice
per year.
• My employees have a full understanding of their performance plans and job function expectations for the year.
• When I assign work, I consistently make sure to set clear expectations for deliverables.
24 – I recognized differences in performance.
• I regularly acknowledge each employee for their individual contributions.
• My employees believe I provide clear goals they can work towards.
• My employees feel I provide helpful feedback on a regular basis.
25 - The awards are given depending on how well employees perform.
• My employees know that when they do good work it will be recognized.
• I reward each employee for their individual contributions.
• My employees feel they are awarded fair and competitively.
37 – I don’t tolerate arbitrary action, favoritism, and coercion for partisan political purposes.
• All my actions communicate and demonstrate fair practices.
• All my actions demonstrate equitable treatment and opportunities to all employees.
• I don’t grant any type of reward or privilege to one employee but not another who performed similar work at the
same performance level.
• My employees feel like they are not treated any differently than their team mates.
38 – I don’t tolerate prohibited personnel practices.
• I foster an inclusive work environment and promote workforce diversity through support of EEO and affirmative
employment objectives, fair and equitable employment decisions and encouragement of early dispute resolution
when appropriate.
• I promptly investigate allegations of harassment and/or discrimination and take appropriate action to end the
harassment (if shown).
• My employees feel they can trust me to handle sensitive workplace actions.
• My employees would come to me first to handle a workplace dispute with a team member.
Fairness

9. My Inclusion Index
Q32 – I reward creativity and innovation.
• I offer a continuous stream of challenges and new responsibilities to all employees.
• I encourage employees to feel like they’re part of a team.
• I consistently recognize (formally or informally) my employees and team members for their contributions.
• My employees believe great ideas are a top priority at this organization.
• My employees believe quality ideas are praised at this organization.
34 – I promote diversity in the workplace.
• All my actions communicate and demonstrate support for diversity and inclusion, and fair employment practices to
all employees.
• I have attended diversity and inclusion training, and support and encourage attendance for all employees in my
organization.
• I seek to resolve employee complaints/concerns at the lowest level possible.
• I actively seek to understand employees’ workplace concerns and takes appropriate action(s) to improve the work
environment.
• I attend and support participation in multicultural awareness events by all employees.
• I serve as a mentor for new employees.
• My employees would agree that I treat all employees fairly regardless of race, gender, age, religion, and sexual
orientation.
45 – I am committed to a workforce representative of all segments of society.
• I engage in recruitment efforts to increase the diversity within the pool of qualified job applicants.
• I encourage diverse membership on interview and selection panels.
• I have sponsored student interns from minority-serving institutions or organizations to provide meaningful and
marketable work experiences in support of Treasury’s mission in the last two years.
• My employees believe that I encourage them to apply for higher positions regardless of their diversity profile.
Openness

10. My Inclusion Index
58 - I promote communication across work units.
• I provide all employees with the information they need to do their jobs effectively.
• I make sure all employees know about anything that concerns them.
• I provide all employees with clear standards and expectations for their work.
• I provide all employees support for difficult work.
• I give all employees feedback on their own performance
• I help all employees to maintain a shared vision and a sense of ownership in the organization.
• My employees trust what I tell them.
• My employees feel that my communications are detailed enough.
• My employees trust that I will communicate changes that will affect them before implementation.
Openness
Cooperativeness
55 – I work well with employees of different backgrounds.
• I benefit from our diverse workforce because of my ability to tap into the many talents which employees from
different backgrounds, perspectives, abilities and disabilities bring to the workplace.
• I don’t pigeonhole employees, placing them in a different silo based on their diversity profile.
• I try to accommodate different work styles and preferences as I assign work and responsibilities to promote
engagement and office morale.
• My employees feel as though I appreciate every regardless of their diversity profile.
• My employees would agree that I have never discriminated against any one group or groups of people in our
organization.
• My employees would say I have no problem getting to know or working with people employees of a different
background than my own.

11. My Inclusion Index
59 - I support collaboration across work units.
• I model and encourage my employees and team members to share job knowledge and resources with each other
on a monthly basis.
• I share information with team members about work, the team, and the agency.
• My employees believe I encourage and foster a spirit of collaboration in our organization.
42 - I support work/life balance.
• I enable my employees and team members to take advantage of programs that encourage work-life balance (e.g.,
AWS, EAP, health and wellness programs) and encourage them to do so at least quarterly.
• My employees consistently take advantage of programs that foster work/life balance such as telework, AWS, EAP,
health and wellness.
• My employees are able to maintain a reasonable balance between work and their personal lives.
• My employees feel comfortable taking advantage of the agency’s initiatives for work /life balance.
46 - I provide constructive suggestions to improve job performance.
• I share ideas about ways the employees can do their job more effectively.
• I encourage all employees to take on new and challenging assignments.
• I model and encourage my employees and team members to participate in work activities and events (e.g.,
training, certifications) that enhance their knowledge and skills on a monthly basis.
• My employees count on me to inform them when their work needs improvement and to provide tips for
improvement.
48 - I listen to what all employees have to say.
• My actions demonstrate that I have listened to what my employees have to say.
• I consistently encourage feedback, different opinions and input from all employees.
• My employees believe that I value their opinions.
• My employees are not afraid to speak up and offer an opinion or suggestion for the team, which are different from
my own opinions.
Cooperativeness
Supportive

12. My Inclusion Index
49 – I treat all employees with respect.
• I always follow through on my commitments to my employees or team members.
• I involve employees in decision making, particularly decisions that affect them.
• My employees feel like valued members of this organization.
50 - In the last 6 months, I have talked to all my employees about performance.
• I make time to talk with my employees about their career goals and how the agency can help them reach their
goals.
• I encourage my team members (individually or in a group setting) to take advantage of professional development
opportunities (e.g., training, seminars, detail opportunities, cross-functional teams, networking, shadowing) at
least quarterly.
2 - I provide enough information to all my employees to do their job well.
• I keep all employees in the loop so that they know what is happening in the organization that impacts their work.
• I am always available to all employees when they have questions or need additional information to do their job.
• My employees would agree that they receive regular updates on the status of the agency and how it relates to
their work.
3 - I encourage all my employees to come up with new and better ways of doing things.
• I encourage input from employees as to how the work is done as the opportunity arises.
11 – I use my employees’ talents well in the workplace.
• I give real opportunity to all employees to improve their skills in indifferent ways such as “stretch assignments,”
trainings so they not only use their talents but also improve and grow.
• My employees believe that I make good use of their skills and abilities in the workplace.
30 – I make sure employees have a feeling of personal empowerment with respect to work processes.
• I regularly strive to establish respectful and trusting relationships with my employees and team members.
• I get input and buy-in from all employees when making key decisions that impact my department.
• My employees feel that they are an important part of the work processes.
Cooperativeness
Empowered
Calculate

13. My Inclusion Index
Determining the score and level to present feedback:
Dimension # of Questions Lowest Score Highest Score
Fairness 5 5 25
Open Mindedness 4 4 20
Cooperative 2 2 10
Supportive 5 5 25
Empowered 4 4 20
Total 20 20 100

14. My Inclusion Index
Generic feedback
Level Generic Feedback
High – 80 to 100 Overall, you are doing great! You are putting to use best practices to
consistently promote conditions for an engaging and inclusive work
environment.
Please, visit the Resources section of the app to view additional ways to
help sustain your team’s engagement and the inclusive work environment.
The resources section first presents ideas that address the area in which
you scored the lowest, then second, then highest. You can scroll through
to see all of the Resources tips.
Moderate – 60 to 79 Overall, you are heading in the right direction. While some of your actions
can be modified to increase engagement and inclusion, you are on the
right path.
Please, visit the Resources section of the app to view additional ways to
help sustain your team’s engagement and the inclusive work environment.
The resources section first presents ideas that address the area in which
you scored the lowest, then second, then highest. You can scroll through
to see all of the Resources tips.
Low - 0 to 59 Most of your interactions with team members seem to be inconsistent
with providing the conditions for an engaging and inclusive work
environment. This could be detrimental to team morale and agency
results.
Please, visit the Resources section of the app to view additional ways to
help sustain your team’s engagement and the inclusive work environment.
The resources section first presents ideas that address the area in which
you scored the lowest, then second, then highest. You can scroll through
to see all of the Resources tips.