To what degree is your organization diverse? How well does it leverage employee diversity to advance its business and people strategies, and improve the quality of employee work-life? If your organization currently has a diversity initiative in place, you may be able to easily answer these questions. If not, there is a wealth of information your organization should collect before it begins a diversity initiative. Some information may be readily available, such as representation statistics, turnover rates, litigation costs, or hiring ratios. However, an audit of employee attitudes toward diversity in your organization is also a critical piece of information your organization will need.

Employees are your stakeholders in a diversity initiative and the information they provide can be extremely valuable particularly when broken-down by gender, ethnicity, age, job classification, education level and so on. The Corporate Diversity Survey examines employee opinions about the value of diversity within your organization, current organizational practices as they relate to diversity, and the quality of employee work-life. The following is a brief description of the diversity dimensions measured by the survey.

• Diversity Attitudes: Whether employees believe the organization promotes diversity, and general attitudes about the value of diversity
• Representation: Extent to which diverse employee groups are represented from top to bottom in the organization
• Discrimination: Existence of discrimination or harassment within the organization
• Recruiting/Hiring: Practices are free from discrimination and promote the recruiting and hiring of diverse employees
• Training/Development: Employees have equal access to training/development opportunities
• Promotion/Advancement: The promotion process is fair to all employees
• Compensation/Benefits: The reward system is fair to all employees
• Quality of Work-life: Organizational policies and values promote work-life balance