Ernst & Young - Online assessment for MOM

The Diversity Management Assessment assesses whether your organisation has put in place diversity management practices in the following areas:

Strategic importance of workplace inclusiveness and harmony in an organisation, and the extent of leadership commitment and support
Practices/policies in staff recruitment, development and performance management
Practices/policies to create an inclusive and harmonious workplace culture and environment
Tracking and monitoring of effectiveness

The assessment does NOT directly measure the effectiveness of diversity management in your workplace. Rather, it serves as a means to review your organisation's existing practices, and to highlight gaps and opportunities for improvement.

Who should complete the Assessment?

Business owners, Human Resource Managers and/or Managers in charge of your organisation's diversity and inclusiveness management.

How should I complete the Assessment?

There are two sections in the assessment. For each section, check all statements which apply to your organisation, and tabulate the scores at the end of each section.

The first section measures the extent to which your organisation has put in place foundational practices. These are essential workplace practices that organisations should adopt to promote an inclusive and harmonious workplace.

Organisations which have scored well in the first section can then proceed to the second section, which is a more comprehensive assessment of the extent to which your organisation has put in place practices to manage diversity.

The results will be auto-generated and you will receive recommendations on what you can do to promote inclusive and harmonious workplace in your organisation. The results will be confidential and accessible only to you. Results of individual companies will not be retained or recorded.

If you prefer to complete the Assessment offline, you can download a zip version version here.

What should I do after I complete the Assessment?

The results will help you identify gaps and areas of improvement in diversity management within your organisation. Use the results to prioritise the areas which you would like to focus on. Read Section 4 of the toolkit, "How do I build an Inclusive and Harmonious Workplace?" for some ideas on practices and policies that your organisation can implement.

Survey

Complete this section first to assess whether your organisation has put in place the foundational practices essential to build an inclusive and harmonious workplace.

Check all statements that apply to my firm

Leadership and Commitment
1	We have defined and communicated how workplace inclusiveness and harmony contributes to the success of our business.
2	Our senior management shows their commitment to workplace inclusiveness and harmony through what they say and do.
Staff recruitment, retention and development
3	We recruit employees that have the most appropriate qualifications and experience for the job, regardless of their age, gender or nationality.
4	In our recruitment process, we take into consideration the ability of candidates to work with or lead diverse teams.
5	The performance of all employees is assessed on their ability to do their tasks, regardless of age, nationality or gender.
6	Employees are encouraged to set developmental goals and monitor results tied to workplace inclusiveness and harmony. This could include improving their ability to work with employees of different backgrounds.
7	Managers and supervisors are encouraged to set developmental goals and monitor results tied to the effectiveness with which they manage and promote workplace inclusiveness and harmony within their teams.
Workplace culture
8	We organise regular workplace activities (e.g. team building, family day) that provide opportunities for diverse groups of employees to interact with one another.

Number of checks in this section / 8

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Congratulations! You have scored a perfect score of Your organisation has put in place all of the foundational practices which are essential to build an inclusive and harmonious workplace.

To determine the extent to which your organisation has put in place non-foundational practices, you may click Next to proceed to the next section of the assessment.

You have scored Your organisation has yet to put in place some of the foundational practices which are essential to build an inclusive and harmonious workplace.

Below are suggestion(s) on how you can strengthen diversity management in your organisation.

You have scored Your organisation has put in place most of the foundational practices which are essential to build an inclusive and harmonious workplace.

Below are suggestion(s) on how you can strengthen diversity management in your organisation.

Questions which you did not check	What does this mean?
1. We have defined and communicated the strategic link between workplace inclusiveness and harmony, and the success of our business success.	It is important for your organisation to define how diversity management will impact your business outcomes. You may refer to Page 4 of the toolkit to find out how diversity management benefits organisations, and Page 12 to learn how to identify the business case for diversity management within your organisation.
2. Our senior management shows their commitment to workplace inclusiveness and harmony through what they say and do.	Senior management plays a key role in building an inclusive and harmonious culture. You may refer to Page 14 of the toolkit for the key roles which senior management can play.
3. We recruit employees that have the most appropriate qualifications and experience for the job, regardless of their age, gender or nationality.	It is important to have a recruitment system which is fair and objective. Refer to the Fair Recruitment & Selection Handbook published by the Tripartite Alliance for Fair Employment Practices for more resources and tools.
4. In our recruitment process, we take into consideration the ability of candidates to work with or lead diverse teams.	To build an inclusive and harmonious workforce, the recruitment appraisal process needs to consider candidates' ability to work with or lead diverse teams. Refer to Page 20 of the toolkit for some ideas on how your recruitment process can incorporate this.
5. The performance of all employees is assessed on their ability to do their tasks, regardless of age, nationality or gender.	Organisations should ensure that their performance management system is fair and objective. You may refer to Page 25 of the toolkit for some ideas. You can also refer to the Tripartite Guidelines on Fair Employment Practices published by the Tripartite Alliance for Fair Employment Practices for more resources and tools.
6. Employees are encouraged to set developmental goals and monitor results tied to workplace inclusiveness and harmony. This could include improving their ability to work with employees of different backgrounds.	To build an inclusive and harmonious workforce, employees need to be able to work in diverse teams. Refer to page 25 of the toolkit for ideas on how your performance management system can incorporate this.
7. Managers and supervisors are encouraged to set developmental goals and monitor results tied to the effectiveness with which they manage and promote workplace inclusiveness and harmony within their teams.	To build an inclusive and harmonious workforce, managers need to be effective in leading diverse teams. Refer to page 25 of the toolkit for ideas on how your performance management system can incorporate this.
8. We organise regular workplace activities (e.g. team building, family day) that provide opportunities for diverse groups of employees to interact with one another.	Organisation of workplace activities which encourage employees of different profiles to interact is one of the most effective ways to build an inclusive and harmonious culture. Refer to Page 27 of the toolkit for more ideas on organising workplace activities.

You are encouraged to focus on putting in place the foundational practices recommended above.

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However, if you would like to proceed to the second part of the assessment to determine the extent to which your organisation has put in place non-foundational practices, you may click Next to proceed to the next section of the assessment.

To determine the extent to which your organisation has put in place non-foundational practices, you may click Next to proceed to the next section of the assessment.

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Now that you have completed the foundation assessment in Section 1, complete this section to assess how comprehensive the diversity management practices are in your organisation.

Check all statements that apply to my firm

Leadership and Commitment
1	We have put in place an explicit vision and strategy to promote workplace inclusiveness and harmony.
2	The business case for workplace inclusiveness and harmony is clearly articulated and communicated within the organisation.
3	We have appointed senior executives who look into reviewing and introducing policies and practices to promote workplace inclusiveness and harmony.
4	We have set aside a dedicated budget on initiatives to promote workplace inclusiveness and harmony.
5	We have dedicated staff assigned to track and develop initiatives to promote workplace inclusiveness and harmony.
6	We have concrete and measurable goals on what we want to achieve in workplace inclusiveness and harmony. This could include demographic targets linked to recruitment/promotion, targets of workplace culture, or targets linked to business outcomes (e.g. employee engagement).

Number of checks in this section / 6

Staff training and development
7	We have put in place training programmes to help our employees improve their ability to communicate and work in a team with members of different backgrounds.
8	We have put in place training programmes to help our line managers manage teams of diverse backgrounds, including managing team of different nationalities and age groups.

Number of checks in this section / 2

Workplace culture
9	We have a buddy system that pairs up new employees with existing employees to help them understand workplace culture and social norms.
10	We make an effort to help our foreign employees settle into Singapore, by providing them with written guides or orientation programmes that contain information about working and living in Singapore.
11	We facilitate the setting up of networks or support groups that allow employees of similar profiles to interact and share their tips and experiences (e.g. women's committee, minority networks, expatriate networks).
12	Our workplace is designed to be open with common areas to encourage socialisation amongst staff.
13	We design our workplace to take into consideration the needs of various employee populations (e.g. nursing rooms for mothers, prayer room, anti-slip flooring for older workers).
14	We regularly conduct activities to build awareness and promote positive staff attitudes to promote inclusiveness and harmony (e.g. talks, posters, programmes to promote positive staff attitudes and equip staff with tools/tips on working with colleagues of different backgrounds).
15	We have a mentorship programme to ensure that employees of different backgrounds receive development support and guidance in their careers.
16	We have a conflict resolution process to manage and resolve conflicts between employees.
17	We have channels for employees (e.g. counseling support) to raise instances of conflicts or abuse and obtain confidential advice and support.

Number of checks in this section / 9

Measurement
18	We regularly measure the culture of workplace inclusiveness and harmony in the organisation (e.g. through employee surveys, focus groups, tracking of disputes) to identify areas for improvement.
19	We regularly track employee demographics and measures the rate of recruitment, retention and promotion of employees of different profiles (e.g. gender, nationalities, age) to identify, address and prevent any discriminatory practices.
20	We regularly measure how workplace inclusiveness and harmony contributes to the business outcomes of our organisation (e.g. sales targets, market penetration).
21	The data collected is used at senior management levels to monitor the organisation's performance.
22	Initiatives to promote workplace inclusiveness and harmony are regularly reviewed for effectiveness and improvement.

Number of checks in this section / 5

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Leadership and Commitment
Score	Description of Result
4 to 6	Your organisation places a strong strategic importance on workplace inclusiveness and harmony, and your senior management demonstrates commitment and support. This is the most important foundation to cultivate an inclusive and harmonious workforce.
0 to 3	Your organisation can explore how to strengthen the business case for workplace inclusiveness and harmony in the organisation, as well as how senior management can demonstrate their support and commitment. This is important to set a strong foundation for cultivating an inclusive and harmonious workforce. Do read page 12 to 14 of the toolkit for some suggestions on how to do this.
Staff training and development
2 to 2	Your organisation's training and development practices are supportive of an inclusive and harmonious workforce.
0 to 1	Your organisation can explore how to strengthen practices in training and development to promote a more inclusive and harmonious workforce. Do read pages 21 to 23 of the toolkit for some suggestions on how to do this.
Workplace culture
7 to 9	Your organisation has taken a comprehensive approach to promoting an inclusive and harmonious workplace culture and environment.
0 to 6	While your organisation has made some strides at putting in place practices to promote an inclusive and harmonious workplace culture and environment, more can be done. You can read pages 26 to 39 of the toolkit for more ideas on practices which you can put in place to promote an inclusive and harmonious workplace culture and environment.
Measurement
3 to 5	Your organisation takes a comprehensive approach to monitoring and evaluating initiatives to promote an inclusive and harmonious workplace culture and environment.
0 to 2	If your organisation is committed to creating an inclusive and harmonious workforce, there needs to be stronger monitoring of the state of workplace diversity management to assess success and implement improvements. You can read pages 42 to 43 of the toolkit for more ideas on measures which you can put in place.

Thank you for completing the Diversity Management Assessment.

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