Assessment of individual and organizational

Cultural Climate

How can organizational leaders identify its best practices for inclusive diversity and equity?

Why do some employees report they like the organization they work for and others say the opposite?

What contributes to a “chilly climate” in the workplace, schools, consumer, and/or social settings?

How can data tell a story about an organization’s culture?

Why assessment, evaluation, and data matter

AAG believes that data are essential to planning and facilitating organizational change and achieving desired outcomes. Whether it involves plans to identify retention of employees or college students, understand how to reach identity-specific markets, or decide what services to add and repurpose, data inform and clarify.

AAG utilizes and customizes assessment tools useful for each organization. The EWI© Cultural Climate Audit has been used in multiple organizations for diversity strategy planning specifically and also to learn about behaviors that benefit or require attention to support talent retention and a healthy workplace climate.

Evaluation is another tool to determine the efficacy or outcomes of a given strategy or intervention. Evaluations inform an organization of what went well with an intentional strategy, what did not result as desired, and unexpected findings. To achieve an evaluation goal, AAG collaborates with an organizational team to customize the evaluation tool to gather the best and relevant information to inform outcomes for future planning.

Leadership development assessments are also included in the AAG toolkit. The toolkit includes several talent management tools including: DISC, Myers-Briggs, and the Leadership Evaluation Assessment.

What the Data Tell Us

Cultural climate studies often indicate:

Cultural climate studies often indicate:

  • Women’s ideas are overlooked while men who say the same thing are lauded.
  • Special assignments that spotlight an employee are given to White men.
  • Individuals in support roles are spoken to disrespectfully.

(P. Arredondo)

Self-assessments among leaders often reveal:

Self-assessments among leaders often reveal:

  • Unconscious biases inform decision-making.
  • Emotional intelligence is a shortcoming.
  • A lack of perspective-taking to see multiple sides of an issue.

(P. Arredondo)

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