7 questions you can ask to hold organizations more accountable for inclusiveness and diversity

4 min readJun 29, 2020

Diversity and inclusion (D&I) has become in recent years one of the most prevalent go-to terms for organizations, institutions and people alike. Very often, it presents itself as a collection of in-house trainings or informational sessions. While most diversity and inclusion initiatives are generally well-meaning, there may be some level of misinformation, status quo, or disconnection that may impair their real effectiveness.

Truth is, while the tone at the top is crucial in setting impactful diversity and inclusion initiatives, everyone within and outside of the organization is responsible for establishing and fostering a culture of inclusiveness and representation. As employees, it is also our responsibility and positive contribution to foster increased diversity and inclusiveness through our work, professional and personal decisions. As business owners, we carry the burden of ensuring that our business’ values, people, and processes embody a spirit of representation for all and further equality and equity for all. As consumers of information and goods, we have the power to pick and choose the companies Doing so can be challenging, however it may start with asking a few necessary questions of the organizations we work in, buy from and are around:

  • What is the organization’s status in terms of diversity and inclusion?

As we consider the companies we’re part of, consume from or are around, we must also ask ourselves what they look like from the inside. That is, in terms of their culture, people, and processes.

Who are the faces of the company at the management and leadership levels, and do they embody diversity and inclusiveness? Are employees representative of various groups, including minority and under-represented groups? Who makes important decisions at the Board of Directors level? These are just a few questions to begin with…

  • What outcomes are being worked towards?

It’s one thing to have representation in the leadership and culture of the organization, it’s another to be continuously working towards better outcomes in terms of diversity and inclusion.


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