DIAGNOSTIC INSTRUMENTS AND TOOLS

It is important that readiness for the work of diversity be assessed. For example, you do not want to begin an initiative in the midst of conflicting activities or during a point when employees from new cultures are entering the workforce. In addition, managers involved in diversity initiatives need information about their effectiveness and the need for new competencies. Our diagnostic instruments and tools can be used in a variety of situations, such as training, coaching, team building and managerial development. Some examples are:

> THE READINESS FOR CHANGE PROFILE™ - a tool that can be used in two ways. First, for organizations considering a diversity intervention, a readiness assessment becomes the basis for the development of an initial strategic plan. Second, organizations already managing an intervention can assess the current status of their diversity initiative to identify: a) where they are in the change process, and b) barriers and enablers that need to be addressed if they are to move confidently into the next stage. It is our experience that organizations continue to do and focus on the same things, which impedes the desired change from occurring.

> THE DIVERSITY LEADERSHIP COMPETENCE INVENTORY™ - a 360-degree development instrument that can be used for executive coaching, as part of the organizational development feedback process, or for team building.

> THE SELF-ASSESSMENT TOOL™ - a tool that can be used with all levels of employees in an effort to gain an initial baseline on feelings, attitudes and behaviors regarding race, gender, sexual orientation, age, ability, nationality, religion and organizational level.