Diversity and Inclusion Identity Index:
Being strategic around diversity and inclusion starts with knowing who’s on your team, and how they identify.
It would be so easy if we fitted into neat boxes, but we don’t.
We’re not solely ‘male, female or non-binary’, we’re also an age, an ethnicity (or three), a socio-economic background, a sexual orientation, a religion, varying levels of physical and neurodiversity, a set of life responsibilities and choices, a series of political or social opinions, and a whole host of life experiences and history.
And we’re not always how it reads on the label.
We add our own personal ‘weighting’ to each intersectionality.
We are unique, but we share lots with each and every person we meet and work with.
The Diversity and Inclusion Index lets each person define their identity their way, and gives an organisation a deeper view of how we all come together.
Of course, map this D&I Index against the Belonging Index © and you’re starting to genuinely appreciate who’s on the team, who’s not, and why.
