CHCI took decade of data analysis and expertise to create the DEI360 assessment that quickly allows organizational leadership to see how they’re doing from the employee’s perspective.

1. Making Diversity, Equity and Inclusion faster, easier,
and actionable
Diversity, Inclusion and Belonging
“How do we recruit people of color?”, “Why can’t we get better diversity representation at our
leadership level? “or “What does an engaged and inclusive workforce look like?” My team has
fielded questions like this for the past ten years.
But come last summer, with the backdrop of the pandemic, Black Lives Matter protests, and
Zoom-sweatpant-video-calls, we were fielding even more calls around Diversity, Equity and
Inclusion (DEI), and we hit a wall.
Our clients had new questions. This time, their questions weren’t about DEI compliance and
quotas; their questions were about gathering employee perspectives on how leadership was
handling DEI.
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2. We found out that other DEI assessments on the market would typically take 4-6 months
(too long), cost over $25,000 (too expensive) or focus on regulations and policies (too much
like an audit). But we couldn’t find a short online, turnkey assessment that would let leadership
know how their employees rated the organization’s DEI efforts and what they should do next.
So we created our own.
We took our decade of data analysis and expertise to create the DEI360 assessment that
quickly allows organizational leadership to see how they’re doing from the employee’s
perspective.
We call it DEI360 because 360 represents a holistic view of a person or an organization.
Think of a restaurant and the many groups needed to make a restaurant successful. There is
the kitchen staff, the waitstaff, the customer, the health inspector, the owner, the accountant,
the suppliers and many more. Each one of these groups has their own perspective on how
the restaurant is running; combined, they give a 360° view of operations. The restaurant
owner can’t rely on just one group’s perspective; the kitchen staff may think the food is
delicious, but the customer may disagree. The restaurant owner needs to hear from all the
groups to ensure the restaurant is successful. The same can be said for DEI. We don’t want
just one perspective on how the organization is doing; we want many perspectives. Our DEI360
assessment was designed to incorporate DEI feedback from employees, teams, boards and
all the different groups that create a successful organization.

3. ← Previous Post
In addition to offering a holistic 360 perspective, the DEI360 is fast (average 4-week
process), easy to access, cost effective, and customizable. This means that your
organization can get DEI data faster, have needed conversations about DEI sooner, and take
action now. It also means that employees feel that their voice matters.
Research shows these things are important for the bottom line, productivity, and a more-
engaged workforce. Do you think that’s important? If so, learn more here. We’d love to help
you.
Let’s share experiences. Leave a comment below, send me an email, or find me on Twitter.
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