Diversity Equity And Inclusion Dei Organizational

Summary

Diversity, Equity, and Inclusion (DEI)
Organizational Assessment Tools:
A Resource Guide
June 2021
Prepared by Trinidad Tellez, MD, Principal, [Health] Equity Strategies, LLC,
in partnership with the Institute for Economic and Racial Equity, Brandeis University
IERE
Diversity, Equity, and Inclusion (DEI) Organizational
Assessment Tools: A Resource Guide
Overview
This is a point-in-time snapshot of instruments from the rapidly evolving feld of Diversity, Equity, and Inclusion (DEI) created in 2021. This
resource guide provides:
• a list of assessments by organization type;
• an overview of the benefts + and limitations ~ of each assessment, to assist in selection; and
• direct links and references to encourage further reading

Content was drawn primarily from searching the grey literature in January 2021. Instruments were chosen based on potential utility for the
Institute for Economic and Racial Equity’s (IERE) evaluation of the HEAL Winchendon initiative, a Moving Massachusetts Upstream (MassUP)
project, recency (the majority were created in the last 10 years), and refection of a diversity of disciplines, domains, and sectors

Purpose
This resource guide is designed to assist organizations and coalitions in a change process to identify, defne, and achieve goals related to
diversity, equity, inclusion, and racial justice. It is appropriate for a wide range of organizations from across the health and healthcare, human
and social service, education (K-12), and non-proft sectors

Because of the continual evolution of the DEI feld as well as the variation of terms used historically in diferent disciplines, instruments may
refer to cultural and linguistic competence, cultural efectiveness, equity, DEI, and/or justice

Organizational assessments provide a benchmark to inform quality improvement eforts, recognizing that change is an adaptive process that
takes time. All of the instruments included in this list outline a set of dimensions through which DEI is assessed, with specifc indicators to
refect the extent to which DEI is put into practice. They are designed for assessment at the organizational level, not the individual level. For
individual assessment resources, see Georgetown University’s National Center for Cultural Competence.*
The project described here was supported by an Investment Award from the Commonwealth of Massachusetts Health Policy Commission
(HPC). The contents of this resource guide are the sole responsibility of the authors and do not necessarily represent the views of the HPC

* https://nccc.georgetown.edu/assessments/
How to Use Organizational Assessments
Assessment instruments are intended for organizations that are ready to assess and refect on their status and progress towards DEI goals

Organizations and coalitions that conduct their own processes of exploration and interrogation can beneft from assessments as one of many
tools. Assessments should be used as a basis for dialogue, and as part of a strategic change process

The Georgetown University National Center for Cultural Competence lists the following Guiding Principles of Self-Assessment for organizations
and individuals:†
• “Self-assessment is a strengths-based model”;
• “A safe and non-judgmental environment is essential to the self-assessment process”;
• “Self-assessment ensures the meaningful involvement of consumers, community stakeholders and key constituency groups”;
• “The results of self-assessment are used to enhance and build capacity”;
• “Diverse dissemination strategies are essential to the self-assessment process.”
Organizations can use these tools to facilitate ongoing dialogue and organizational change. Assessment results can be used to pinpoint
areas for further exploration or to conduct ongoing monitoring. It is highly valuable to have multiple people in an organization share diferent
perspectives; this provides an opportunity and space to refect on and debrief people’s opinions. Results can provide valuable insight into areas
of strength and areas of opportunity for growth. An assessment tool provides the foundation for important discussion and action. By using
assessment tools, organizations can then set strategic DEI priorities

Equity Impact Assessments (EIA) or Equity Impact Review (EIR) Tools
It is important to diferentiate organizational assessments from instruments called Equity Impact Assessments (EIA) or Equity Impact Review
(EIR) Tools, which outline processes to be employed when conceiving new projects and policies. Because these are also important tools for
promoting equity, a few are included in the fnal section of this resource guide. According to Race Forward,
A Racial Equity Impact Assessment (REIA) is a systematic examination of how diferent racial and ethnic groups will likely be afected by a
proposed action or decision. REIAs are used to minimize unanticipated adverse consequences in a variety of contexts, including the analysis of
proposed policies, institutional practices, programs, plans and budgetary decisions. The REIA can be a vital tool for preventing institutional racism
and for identifying new options to remedy long-standing inequities.‡
Why This Resource Guide, and Why Now
This resource guide was compiled by Trinidad Tellez, MD, Principal, [Health] Equity Strategies, LLC for the Institute for Economic and Racial
Equity at Brandeis. IERE is the evaluation partner for the HEAL Winchendon initiative, a Moving Massachusetts Upstream (MassUP) grantee

Jessica Santos, PhD, Principal Investigator, and Danielle Chun, Project Director, provided input, shared an early version of this tool with HEAL
Winchendon partners, and utilized it to inform one aspect of IERE’s evaluation. While developed to support the eforts of HEAL Winchendon,
the resource guide is also designed to serve as a public resource

†
https://nccc.georgetown.edu/assessments/principles.php
‡
https://www.raceforward.org/practice/tools/racial-equity-impact-assessment-toolkit
Resource Guide
General - p. 1-4 Educational Organizations – K-12 - p. 8
Institutional Assessment Quiz
1 JustPartners, Inc. (JPI), of Baltimore, MD 15 Equity Audit from the Mid-Atlantic Equity Consortium (MAEC)
Race Matters: Organizational Self-Assessment Building For Equity School Self-Assessment Tool
2 Annie E. Casey Foundation 16 Center for Collaborative Education
Internal Scan: 2020 Racial Equity and Inclusion Capacity Survey
3 Living Cities Workforce Development Organizations - p. 9
Culturally Efective Organizations Framework Organizational Assessment Workforce Development Racial Equity Readiness
4 New Hampshire Equity Collective, Culturally Efective Organizations Work Group 17 Assessment Tool
Washington Race Equity & Justice Initiative (REJI) Organizational Assessment Race Forward & Center for Social Inclusion (CSI)
5 JustLead Washington
Inclusive Dubuque’s Self-Assessment for Diversity, Equity and Inclusion (DEI) City Government - p. 10
6 Inclusive Dubuque Austin Equity Assessment Tool
18 City of Austin Equity Ofce
Equity Organizational Self-Assessment
7 ABLe Change, Michigan State University Portland Racial Equity Roadmap Assessment
Racial Justice Assessment Tool
19 City of Portland, OR, Ofce of Equity and Human Rights
8 Western States Center
9
Working Principles for Health Justice & Racial Equity Organizational Self-Assessment Local Health Departments - p. 11
The Praxis Project Local Health Department Organizational Self-
10
Diversity, Equity, and Inclusion Spectrum Tool 20 Assessment for Addressing Health Inequities
Meyer Memorial Trust Bay Area Regional Health Inequities Initiative (BARHII)
Child– & Youth–Serving Organizations - p. 5-6 Healthcare Providers - p. 11-12
Tool for Organizational Self-Assessment Related to Racial Equity
11 Eliminating Disparities in Child & Youth Success Collaborative 21
Cultural and Linguistic Competence Policy Assessment
Georgetown University National Center for Cultural Competence
Cultural and Linguistic Competence Family Organization Assessment Instrument
12 Georgetown University National Center for Cultural Competence 22 HRET HIIN Health Equity Organizational Assessment (HEOA)
Health Research and Educational Trust
CLC Assessment Tool: Based on the National Standards for Culturally and
Inclusion Scorecard for Population Health (ISPH)
13 Linguistically Appropriate Services in Health and Health Care (CLAS Standards) 23 Impact4Health
Lauren Acevedo, Covian Consulting for SAMHSA & TA-Network
Disability Organizations - p. 7 Food Security Organizations - p. 13
The Cultural and Linguistic Competence Assessment for Racial Equity Chapter (10) of the Self-Assessment Workbook
14 Disability Organizations (CLCADO) 24 for the Hunger Free Communities Network
Georgetown University National Center for Cultural Competence Alliance to End Hunger
Race Equity Impact Assessment /Equity Impact Review Tools - p. 14-15
General
+ Benefts ~ Limitations
Institutional Assessment Quiz1 2009
1 JustPartners, Inc. (JPI), of Baltimore, MD
Pages 31-34 of the Annie E. Casey Foundation’s RESPECT’s “Advancing the Mission: Tools for Equity, Diversity and Inclusion Toolkit”
(2009). The Institutional Assessment Quiz tool helps identify where an organization is on a four-point learning continuum and provides
a quick benchmark

+ Very simple instrument with 28 items on one page in four domains which are checked to see what “place” the organization is in. It is part of a
toolkit that tells the RESPECT story, “a journey that we feel has lessons for the feld of philanthropy and other organizations that are committed
to addressing these issues.”1
~ Slightly tailored to funders. Limited as really just assessing seven questions

Race Matters: Organizational Self-Assessment2 January 2006
2 Annie E. Casey Foundation
Straightforward two-page tool with nine questions related to Staf Competencies and 10 questions on Organizational Operations to yield
a Racial Equity Score and recommended Next Steps

+ Simple-to-use instrument

~ Original instrument has tiny font with mixed-directions layout; there is a larger font version available.3
1
https://www.aecf.org/resources/advancing-the-mission-tools-for-equity-diversity-and-inclusion/
2
https://www.aecf.org/resources/race-matters-organizational-self-assessment/
3
https://www.culturalyork.org/wp-content/uploads/Organizational-Self-Assessment.pdf 1
+ Benefts ~ Limitations
Internal Scan: 2020 Racial Equity and Inclusion Capacity Survey4 2020
3 Living Cities
This is the fourth annual survey of staf “to track our organizational progress toward building our competencies and advancing racial
equity at Living Cities.”4 “The questions . . . are adapted from GARE’s Employee Survey for Local Governments, D5 initiative’s Field
Survey, Vanessa Daniels’ piece “More is Required of Us,” as well as best practices from the feld.”5
+ Straightforward 29 questions. Recommend felding every two years. The survey allows the following learning from staf:
• Understand “where we need to invest in staf training to increase competency around racial equity”;
• “Understand our collective awareness on racial equity and how it impacts our work”; and
• “Understand collective awareness of Living Cities’ eforts around racial equity”4
~ Tailored to Living Cities but adaptable. Does not cover all domains of an organizational assessment, but ofers a robust assessment of race
equity components

“Download this document” yields the 2020 Internal Scan Findings Report

”Download Document Assets” yields the 2020 Living Cities Employee Survey on REI Capacity

Culturally Efective Organizations Framework Organizational Assessment6 2018, rev. 2021
4 New Hampshire Equity Collective, Culturally Efective Organizations Work Group
This assessment is based on the Culturally Efective Organizations Framework, developed by the Institute for Economic and Racial
Equity (formerly the Institute on Assets and Social Policy),7 which outlines seven elements that, if operationalized, assure organizations
have capacity to provide high quality care, programs, and services to all

+ 40 items are organized around the seven framework elements: Leadership; Policies and Procedures; Data Collection and Analysis;
Community Engagement; Language and Communication Access; Staf Cultural Competence; Workforce Diversity and Inclusion. This
assessment helps highlight any disconnect between items that are institutionalized in written plans or policy and evidence of action of the
statement being operationalized or implemented within the organization

~ The Culturally Efective Organizations Framework is foundational; it is necessary but insufcient to get to equity/justice. A good starting point
for organizations that provide care, programs, or services to people from the health or healthcare, human or social services, education, and/or
other domains

4
https://www.livingcities.org/resources/372-internal-scan-2020-racial-equity-and-inclusion-competency-survey-results
5
https://www.livingcities.org/resources/344-survey-assessing-our-staff-s-racial-equity-inclusion-competency
6
http://equitynh.org/wp-content/uploads/2021/06/Culturally-Effective-Organizations-Framework-ORGANIZATIONAL-ASSESSMENT-1.pdf
7
http://heller.brandeis.edu/iere/pdfs/jobs/culturally-effective.pdf 2
+ Benefts ~ Limitations
Washington Race Equity & Justice Initiative (REJI) Organizational Assessment8 June 2018
5 JustLead Washington
Organizational Assessment Tool is on pages 22-24 (instructions on page 21). The tool is part of a 120-page comprehensive and very
current Organizational Race Equity Toolkit.8
+ The Organizational Assessment Tool can be used by organizations in any sector. There are 31 items in fve domains: Securing an
organizational commitment to race equity work; Creating more equitable organizational culture; Recruiting, hiring, and retaining a diverse
workforce; Developing accountability to and partnership with communities of color; Applying an anti-racism lens to programs, advocacy, and
decision-making

~ The toolkit is primarily meant for advocates working within the civil, criminal, and juvenile justice systems and their partners, although many
sections will be benefcial to people from diferent kinds of organizations

Inclusive Dubuque’s Self-Assessment for Diversity, Equity and Inclusion (DEI)9 2016
6 Inclusive Dubuque
“Inclusive Dubuque is a local network of leaders from faith, labor, education, business, nonproft and government dedicated to
advancing justice and social equity in our community” that prioritized Equity Education. Inclusive Dubuque’s Peer-Learning Council
developed this assessment.9
+ 24 items in four sections: Expressed commitment to DEI; Authorization of DEI in organizational policy; Implementation of DEI practices in
operations; Use of accountability mechanisms to monitor DEI. This assessment explicitly includes attention to gender, race, sexual orientation,
and ability dimensions of diversity and encourages inclusion of other dimensions

~ Does not cover all domains of an organizational assessment; however, it is straightforward and focuses on multiple identities

Equity Organizational Self-Assessment10
7 ABLe Change, Michigan State University (now hosted at System exChange)
Helpful tool that centers youth, produced by the ABLe Change initiative at Michigan State University Department of Psychology

+ 38 items with good descriptors in fve sections: Strategic Focus on Equity; Procedural Equity; Infuence Equity; Access Equity; Quality Equity

~ ABLe Change weblinks are no longer active. However, limited information is available on the System exChange site.11
8
https://justleadwa.org/wp-content/uploads/2019/08/REJI-Organizational-Toolkit_Full-1.pdf
9
http://inclusivedbq.org/self-assessment-diversity-equity-inclusion/
10
http://systemexchange.org/application/fles/2315/4327/2119/ABLe_EquityOrganizationalSelf-Assessment_F.pdf
11
https://systemexchange.org 3
+ Benefts ~ Limitations
Racial Justice Assessment Tool12 2015
8 Western States Center
Very accessible tool centers racial justice by explicitly interrogating power and the roles of people of color and white people

+ 25 items in fve sections: Program, Power, Policies, People, Culture

May be better for organizations that are beyond addressing the foundational elements of serving clients (e.g., language and communication
~ access, etc.)

Working Principles for Health Justice & Racial Equity Organizational Self-Assessment13 2020
9 The Praxis Project
This very accessible tool centers impacted communities and references the Praxis Project’s Working Principles for Health Justice
& Racial Equity. Not a healthcare-focused tool. The tool furthers the Praxis Project’s aims “to improve justice and equity through
partnerships to build community power,” and the belief that “organized communities are critical partners in the struggle to create just
and equitable communities.”13
+ 24 items around the fve principles: Act With Care; Inclusivity; Authentic Community Collaboration; Sustainable Solutions; Commitment to
Transformation. “The Praxis Project can partner with your organization in administering and facilitating the self-assessment process” for
a fee, in which they “collect your programs’ responses anonymously and provide you with aggregate results.” They also can provide more
tailored support.13
May be better for organizations that are beyond addressing the foundational elements of serving clients (e.g., language and communication
~ access, etc.)

Diversity, Equity, and Inclusion Spectrum Tool14
10 Meyer Memorial Trust
This tool was developed by Meyer Memorial Trust, an equity based foundation, “to help organizations assess where they are on their
DEI journey and to identify potential areas for future work. It is also intended to provide shared language to help Meyer staf and
nonprofts talk together about what DEI currently looks like in an applicant’s organization and opportunities for growth.”14
+ This straightforward tool assesses the organizational change progress on a scale from “not yet started” to “exemplary/leading.” It includes
12 domains: DEI vision, commitment, leadership, policies, infrastructure, and training. It is easy to understand and use because it includes
descriptive examples of how to tell where the organization is for each domain along a spectrum. The tool efectively portrays DEI work as a
process that occurs along a continuum of change and minimizes value judgment

This tool works best when organizations engage a range of staf members and leaders to assess progress along the diferent domains, and
~ engage in dialogue to reconcile diferences of opinion. This refection process, however, is part of the work and can accelerate change

12
https://www.njjn.org/uploads/digital-library/AssessingOurOrganizations_RacialJustice%20(1)%20(1).pdf
13
https://www.thepraxisproject.org/resource/2020/principles-self-assessment
14
https://mmt.org/news/understanding-meyers-dei-spectrum-tool 4
Child– & Youth–Serving Organizations & More
+ Benefts ~ Limitations
Tool for Organizational Self-Assessment Related to Racial Equity15 2014
11 From the Eliminating Disparities in Child & Youth Success Collaborative, co-convened by the Coalition of Communities of Color as part of the All
Hands Raised Partnership
“This tool – developed and piloted by our Eliminating Disparities collaborative – helps leaders gain an evidence-based snapshot of
practices and policies related to racial equity in their organizations. This open source tool is designed for organizations both large and
small, including school districts, nonprofts, corporations, foundations and others.”15
“The All Hands Raised Partnership includes more than 300 individuals and organizations…[working together with six partner school
districts] to improve educational outcomes for kids throughout Multnomah County, Oregon.16
+ This is a comprehensive instrument/toolkit. It includes a brief overview and instructions section. There are 70 questions that appear in
two formats: pages 5-10 include the questions in the recommended fve-step approach for implementing the assessment while pages 11-
14 list the questions in an integrated manner. Questions are in 9 subject areas: Organizational Commitment, Leadership & Governance;
Racial Equity Policies & Implementation Practices; Organizational Climate, Culture and Communications; Service-Based Equity; Service-User
Voice & Infuence; Worker Composition & Quality; Community Collaboration; Resource Allocation & Contracting Practices; Data, Metrics &
Continuous Quality Improvement. The toolkit encourages review of written policies and includes a one-page summary of results for refecting
on strengths, challenges, and 3-5 action areas

~ The recommendation is to complete the assessment in 1-3 months. The stepped approach questions are grouped by response options format
from a four point scale and yes/no answers to short answer and narrative type responses, refecting a progressively more detailed and deeper
analysis. However, the tool is fexible and adaptable

15
https://www.coalitioncommunitiescolor.org/research-and-publications/cccorgassessment
16
https://allhandsraised.org/content/uploads/2015/01/AHR_Ch02_FINAL-5.pdf 5
+ Benefts ~ Limitations
Cultural and Linguistic Competence Family Organization Assessment Instrument17 2010
12 Georgetown University National Center for Cultural Competence
“Specifcally developed to address the unique functions of family organizations concerned with children and youth with behavioral-
emotional disorders, special health care needs, and disabilities.”17
“Very comprehensive instrument; captures a wide range of data including: Our World View, Who We Are, What We Do, and How We Work.”
+ There is an accompanying Guide for Using the Cultural and Linguistic Competence Family Organizational Assessment Instrument.16
~ Its comprehensive nature means more planning and preparation are needed; still, there is a helpful guidance document

CLC Assessment Tool: Based on the National Standards for Culturally and Linguistically Appropriate Services in Health and Health
13 Care (CLAS Standards)18 June 2016
Lauren Acevedo, Covian Consulting for SAMHSA & TA-Network
Prepared for the National Technical Assistance Network for Children’s Behavioral Health, funded by SAMHSA. The “Assessment Tool utilizes the
National CLAS Standards and their expanded defnition of culture to assess the cultural and linguistic competence of organizations and service
providers in the behavioral health feld.”18
Aligned with the System of Care core value of Cultural and Linguistic Competence in services and supports provided to children, youth and families

+ Very comprehensive tool with 75 items over six domains - the four main National CLAS Standards themes (Principal Standards; Governance,
Leadership and Workforce; Communication and Language Assistance; Engagement, Continuous Improvement, and Accountability), and two
additional domains: Family Acknowledgement, and Spiritual and Cultural Beliefs in Treatment and Discharge

“It is designed for use as a quality assurance tool while reviewing an organization’s CLC Plan (or other strategic planning document addressing
CLC). Furthermore, it is a tool to measure operationalization or implementation of cultural competence.”18
Requires signifcant planning and preparation. Aside from the instrument itself, it is difcult to fnd supporting information or references even
~ from the sponsoring organizations

17
https://nccc.georgetown.edu/assessments/clcfoa.php
18
http://cfs.cbcs.usf.edu/projects-research/_docs/CLASStandardsCLCAssessmentTool_FINAL.pdf 6
Disability Organizations
+ Benefts ~ Limitations
The Cultural and Linguistic Competence Assessment for Disability Organizations (CLCADO)19 2010
14 National Center for Cultural Competence, Georgetown University Center for Child and Human Development, now the
Georgetown University National Center for Cultural Competence
“The CLCADO is intended to support organizations to (1) plan for and incorporate culturally and linguistically competent values,
policies, structures, and practices in all aspects of their work; (2) enhance the quality of services, supports, and advocacy provided to
diverse and underserved communities; (3) efect change in education, training, technical assistance, research, and public policy; and
(4) advance cultural and linguistic competence as an essential approach to address racial and ethnic disparities and promote equity for
people who experience disabilities and their families.”19
+ Very comprehensive instrument that addresses “the attitudes, behaviors, policies, structures, and practices of an organization, including
but not limited to, those of its board, staf, faculty, consultants, contractors, advisory groups, and volunteers. The process should also elicit
the experiences and opinions of the individuals and communities served.”19 There is a companion Guide for Using the Cultural and Linguistic
Competence Assessment for Disability Organizations

~ Requires signifcant planning and preparation

19
https://nccc.georgetown.edu/assessments/clcado.php 7
Educational Organizations – K-12
+ Benefts ~ Limitations
15 Equity Audit from the Mid-Atlantic Equity Consortium (MAEC)20
Three of their Equity Audit tools combined into one fle:
• Criteria for an Equitable School;
• Criteria for an Equitable Classroom; and
• Teacher Behaviors that Encourage Student Persistence

+ 126 items over the three tools. Comprehensive and manageable instrument with topical subsections in each tool. I: 69 questions across
School Policy, School Organization/ Administration, School Climate/Environment, Staf, Assessment/Placement, Professional Learning,
Standards and Curriculum Development. II: 26 questions across Academic Placement/Tracking and Grouping, Student Leadership &
Recognition, Classroom Environment, Instructional Strategies. III: 31 questions across Instructional Interventions, Curriculum Interventions,
Classroom Management Interventions, Interpersonal Interventions

There may be additional dimensions that aren’t covered; however, this comprehensive instrument is a very good start. Tools not to be
~ reproduced without permission of MAEC; MAEC can provide assistance/TA

Building For Equity School Self-Assessment Tool21 2020
16 Center for Collaborative Education
“The goal of this needs assessment is to determine a school’s readiness for culturally responsive, student-centered learning and to
support the strategic planning process.”21 This Assessment is part of the Building for Equity framework, which is “centered on ensuring
equitable student outcomes, the result of aligned and equity-focused people, policies, processes, and practices.”22
38 items in fve domains: Culturally Profcient Teachers and Leaders; Inclusive School Culture; Student-Centered Academic Learning;
+ Supportive Resources; Engaged Community. The Building for Equity framework has a Guide for Inclusive School Redesign.23
There may be additional dimensions that aren’t covered; however, this accessible instrument with many complementary resources is a very
~ good start

20
https://maec.org/resource/equity-audit-materials/
21
https://www.cce.org/uploads/fles/02-CCE-BuildingforEquityTools_School-Self-Assessment-Tool.pdf
22
https://www.cce.org/uploads/fles/CCE-BuildingforEquity.pdf
23
https://www.cce.org/equityguide 8

Organizational Assessment Tool is on pages 22-24 (instructions on page 21). The tool is part of a 120-page comprehensive and very current Organizational Race Equity Toolkit. 8 + The …

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Frequently Asked Questions

What is diversity equity and inclusion really mean?

Diversity, equity and inclusion (DEI) is a term used to describe policies and programs that promote the representation and participation of different groups of individuals, including people of different ages, races and ethnicities, abilities and disabilities, genders, religions, cultures and sexual orientations. This also covers people with diverse backgrounds, experiences, skills and expertise.

What does diversity equity and inclusion mean to you?

Ultimately, diversity, equity and inclusion is about respect. Equity and fairness is a fundamental component of respect. To treat people disadvantageously at work because they belong to a given demographic group is inherently unfair and disrespectful.

What is equity and diversity?

Whereas diversity refers to all the many ways that people differ, equity is about creating fair access, opportunity, and advancement for all those different people. It’s about creating a fair playing field, to use a familiar metaphor. Here’s a useful illustration of equity from the Northwestern Health Unit: Source: Equity vs Equality.

How to approach diversity?

Three Approaches to Diversity, Equity, and Inclusion

• Representational Diversity. Bring a more diverse set of people.
• Interactional Diversity. Increase the capacity of diverse individuals to interact in a manner that actualizes the benefits of diversity.
• Structural Diversity. Reflect a commitment to diversity in practice, policy, and governance throughout the institution.