We strive to reach an authentic level of diversity and inclusion (D&I) maturity in our people, culture, systems and environment. The D&I maturity model provides a framework for individuals and teams to assess their D&I competency journey. Where do you think you sit?
Level 1: Compliant and risk focussed
Individual
Defensive and tolerant of difference
Organisational culture
Workforce is largely homogenous, and ‘we treat everyone the same’
Organisational systems and environment
- Focus is on compliance. Diversity, access and inclusion is seen as a legal issue and minimising risk
- D&I is seen as ‘special treatment for the few’
- D&I initiatives are ad-hoc and any serious evaluation is seen as a threat.
Level 2: Aware
Individual
Understanding and passive
Organisational culture
Awareness that D&I genuinely benefits the organisation
Organisational systems and environment
- D&I is largely seen in terms of demographic data
- Action plans are mainly run by the People and Culture team with some standalone initiatives
- Action plans lack traction
- Some attitudinal data available.
Level 3: Committed and reflective
Individual
Accepting and appreciating
Organisational culture
Difference is accepted and people see the benefits of D&I to them and the organisation
Organisational systems and environment
- D&I is communicated as a key value for the organisation
- D&I competency is seen as a key management attribute
- Strategy for culture change created
- Inclusion of D&I in strategic planning
- Coordinated management and measurement of D&I activities.
Level 4: Aspirational and strategic
Individual
Valuing and reflective
Organisational culture
Cultural systemic barriers are addressed and the ‘playing field’ is levelled
Organisational systems and environment
- More sophisticated understanding of D&I and links to business strategy
- D&I shortcomings are acknowledged and addressed
- Continuous D&I improvement initiated by business units and individual staff
- High-level champions actively involved.
Level 5: Authentic
Individual
Active and truly inclusive
Organisational culture
Shared sense of purpose and belonging and the workforce is demographically and cognitively diverse
Organisational systems and environment
- Diversity, access and inclusion is considered in all decisions
- Difference is actively embraced and used in decision making
- Focus is on high performing, diverse thinking teams to create business value.
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