Diversity & Cultural Awareness

The Cultural Diversity and Awareness Profile provides a structured framework to help determine how much awareness and commitment exists towards the diversity of individuals and different “cultures” or backgrounds that exist in their organization. This is done from the individual’s views about their own level of diversity awareness and commitment, and from their perspective on how much diversity awareness and commitment is shown by the organization as a whole.

As cultural diversity is a multi-faceted complex area, this instrument breaks the subject down into six sub-categories. Individuals completing this instrument will score in all six sub-categories and will be able to compare their scores with relative best practice.

These Diversity sub-categories are:

  • Awareness and Climate
  • Degree of Empathy
  • Levels of Inclusion
  • Adaptation and Change
  • Tolerance and Understanding
  • Persistence and Commitment

Instructions  

It is important to note that the data provided by this assessment will only be valid and useful if the person completing the questionnaire is completely honest and accurate, focusing on what they perceive to be true at the present time—not on what they might or should say if things were a little different in the future.

This questionnaire will be easy to complete. Read each statement, and select the choice that  most accurately describes:  

·      Your view

·         The organizations view

View the System Requirements for this assessment.

Awareness and Climate
1. Harnessing the power of cultural diversity is a major priority.
Strongly agree    Agree    Disagree    Strongly disagree   
Organization
Strongly agree    Agree    Disagree    Strongly disagree   
2. Not enough people with disabilities are employed in the workplace.
Strongly agree    Agree    Disagree    Strongly disagree   
Organization
Strongly agree    Agree    Disagree    Strongly disagree   
3. You don't need a degree to succeed in the world of work.
Strongly agree    Agree    Disagree    Strongly disagree   
Organization
Strongly agree    Agree    Disagree    Strongly disagree   
4. Older people tend to be rigid and reluctant to change.
Strongly agree    Agree    Disagree    Strongly disagree   
Organization
Strongly agree    Agree    Disagree    Strongly disagree   
5. On the whole, the opposite sex is less intelligent.
Strongly agree    Agree    Disagree    Strongly disagree   
Organization
Strongly agree    Agree    Disagree    Strongly disagree   
6. Minority groups have to conform to majority rules.
Strongly agree    Agree    Disagree    Strongly disagree   
Organization
Strongly agree    Agree    Disagree    Strongly disagree   
7. Overweight people inhibit their chances of career success.
Strongly agree    Agree    Disagree    Strongly disagree   
Organization
Strongly agree    Agree    Disagree    Strongly disagree   
8. It is better to have as much cultural similarity as possible in a single organization.
Strongly agree    Agree    Disagree    Strongly disagree   
Organization
Strongly agree    Agree    Disagree    Strongly disagree   
 
Levels of Inclusion
9. Hiring is always carried out without any bias or prejudice.
Strongly agree    Agree    Disagree    Strongly disagree   
Organization
Strongly agree    Agree    Disagree    Strongly disagree   
10. Participation through increased "ownership" in the organization is a good thing.
Strongly agree    Agree    Disagree    Strongly disagree   
Organization
Strongly agree    Agree    Disagree    Strongly disagree   
11. Teams made up of people from many different cultures are given the time and commitment to work well.
Strongly agree    Agree    Disagree    Strongly disagree   
Organization
Strongly agree    Agree    Disagree    Strongly disagree   
12. A person's sexual orientation does not affect how they are treated at work.
Strongly agree    Agree    Disagree    Strongly disagree   
Organization
Strongly agree    Agree    Disagree    Strongly disagree   
13. A business "formula" that's been successful elsewhere shouldn't be questioned or scrutinized just because there are different attitudes or ways of thinking in our organization.
Strongly agree    Agree    Disagree    Strongly disagree   
Organization
Strongly agree    Agree    Disagree    Strongly disagree   
14. It's okay for one function in an organization to dominate the others.
Strongly agree    Agree    Disagree    Strongly disagree   
Organization
Strongly agree    Agree    Disagree    Strongly disagree   
15. Making an effort to bring in people with ideas that are different from the "norm" is highly beneficial.
Strongly agree    Agree    Disagree    Strongly disagree   
Organization
Strongly agree    Agree    Disagree    Strongly disagree   
16. It is sometimes necessary to change our own habits and ways to make people who are different feel more comfortable.
Strongly agree    Agree    Disagree    Strongly disagree   
Organization
Strongly agree    Agree    Disagree    Strongly disagree   
 
Levels of Tolerance and Understanding
17. Jokes and jibes about people who are different are okay if they are not in bad taste.
Strongly agree    Agree    Disagree    Strongly disagree   
Organization
Strongly agree    Agree    Disagree    Strongly disagree   
18. It is important to always learn about other people's cultures and religious beliefs.
Strongly agree    Agree    Disagree    Strongly disagree   
Organization
Strongly agree    Agree    Disagree    Strongly disagree   
19. Many cultural customs and habits hold back or get in the way of workplace productivity.
Strongly agree    Agree    Disagree    Strongly disagree   
Organization
Strongly agree    Agree    Disagree    Strongly disagree   
20. Important communications are sent in each person's primary spoken language.
Strongly agree    Agree    Disagree    Strongly disagree   
Organization
Strongly agree    Agree    Disagree    Strongly disagree   
21. The opposite sex generally doesn't work as hard.
Strongly agree    Agree    Disagree    Strongly disagree   
Organization
Strongly agree    Agree    Disagree    Strongly disagree   
22. "Quota" hiring systems for disabled people or other minorities are not a good idea.
Strongly agree    Agree    Disagree    Strongly disagree   
Organization
Strongly agree    Agree    Disagree    Strongly disagree   
23. Older people need more time and patience.
Strongly agree    Agree    Disagree    Strongly disagree   
Organization
Strongly agree    Agree    Disagree    Strongly disagree   
24. Different races should all be treated in exactly the same way.
Strongly agree    Agree    Disagree    Strongly disagree   
Organization
Strongly agree    Agree    Disagree    Strongly disagree   
 
Degree of Empathy
25. Diverse opinions should always be gathered before a major decision is made.
Strongly agree    Agree    Disagree    Strongly disagree   
Organization
Strongly agree    Agree    Disagree    Strongly disagree   
26. Knowledge about different cultures helps build stronger teams.
Strongly agree    Agree    Disagree    Strongly disagree   
Organization
Strongly agree    Agree    Disagree    Strongly disagree   
27. What all people have to say and how they choose to say it is respected at all times.
Strongly agree    Agree    Disagree    Strongly disagree   
Organization
Strongly agree    Agree    Disagree    Strongly disagree   
28. A lot of thought and action is given to helping minority people and groups feel comfortable in the organization.
Strongly agree    Agree    Disagree    Strongly disagree   
Organization
Strongly agree    Agree    Disagree    Strongly disagree   
29. People who do not conform to the organization's cultural norms should move on.
Strongly agree    Agree    Disagree    Strongly disagree   
Organization
Strongly agree    Agree    Disagree    Strongly disagree   
30. Warmth, sincerity, and friendliness is shown to everyone, whatever their race, color, creed, or belief.
Strongly agree    Agree    Disagree    Strongly disagree   
Organization
Strongly agree    Agree    Disagree    Strongly disagree   
31. People who are very different usually have little in common emotionally.
Strongly agree    Agree    Disagree    Strongly disagree   
Organization
Strongly agree    Agree    Disagree    Strongly disagree   
32. Cross-cultural socialization is practiced and enjoyed here.
Strongly agree    Agree    Disagree    Strongly disagree   
Organization
Strongly agree    Agree    Disagree    Strongly disagree   
 
Degree of Adaptation and Change
33. The first question asked when people think or decide to do something differently is, "Are their perspectives or beliefs different from ours?"
Strongly agree    Agree    Disagree    Strongly disagree   
Organization
Strongly agree    Agree    Disagree    Strongly disagree   
34. Social stereotypes are a helpful way to think about cultural difference.
Strongly agree    Agree    Disagree    Strongly disagree   
Organization
Strongly agree    Agree    Disagree    Strongly disagree   
35. Quality time is taken to change the misconceptions about people who are not similar to ourselves.
Strongly agree    Agree    Disagree    Strongly disagree   
Organization
Strongly agree    Agree    Disagree    Strongly disagree   
36. Organizational rules and procedures should not have to change according to people's different cultural beliefs.
Strongly agree    Agree    Disagree    Strongly disagree   
Organization
Strongly agree    Agree    Disagree    Strongly disagree   
37. Reading people (and the behavioral clues they offer) is a developing skill.
Strongly agree    Agree    Disagree    Strongly disagree   
Organization
Strongly agree    Agree    Disagree    Strongly disagree   
38. Our diverse cultural mix provides a rich tapestry of talent that can move mountains.
Strongly agree    Agree    Disagree    Strongly disagree   
Organization
Strongly agree    Agree    Disagree    Strongly disagree   
39. Visible initiatives to bring about greater diversity do more harm than good.
Strongly agree    Agree    Disagree    Strongly disagree   
Organization
Strongly agree    Agree    Disagree    Strongly disagree   
40. Action-oriented diversity-aware role models are positively recognized.
Strongly agree    Agree    Disagree    Strongly disagree   
Organization
Strongly agree    Agree    Disagree    Strongly disagree   
 
Persistence and Commitment
41. Some effort is made to weed out limiting beliefs and prejudice at all times.
Strongly agree    Agree    Disagree    Strongly disagree   
Organization
Strongly agree    Agree    Disagree    Strongly disagree   
42. Diversity is the focus of a specific project or activity every so often.
Strongly agree    Agree    Disagree    Strongly disagree   
Organization
Strongly agree    Agree    Disagree    Strongly disagree   
43. When there is cultural clash here, more research as to why this happens is undertaken.
Strongly agree    Agree    Disagree    Strongly disagree   
Organization
Strongly agree    Agree    Disagree    Strongly disagree   
44. Creatively finding new ways to bring different people together takes too much time.
Strongly agree    Agree    Disagree    Strongly disagree   
Organization
Strongly agree    Agree    Disagree    Strongly disagree   
45. You can't discipline people in minority groups these days.
Strongly agree    Agree    Disagree    Strongly disagree   
Organization
Strongly agree    Agree    Disagree    Strongly disagree   
46. This organization sets "stretch" targets to see and use our diversity as a positive strength.
Strongly agree    Agree    Disagree    Strongly disagree   
Organization
Strongly agree    Agree    Disagree    Strongly disagree   
47. This organization relentlessly searches for the root causes of prejudice.
Strongly agree    Agree    Disagree    Strongly disagree   
Organization
Strongly agree    Agree    Disagree    Strongly disagree   
48. Even when people have made great efforts to bring about more diversity, there is always more to do.
Strongly agree    Agree    Disagree    Strongly disagree   
Organization
Strongly agree    Agree    Disagree    Strongly disagree   

Price for this assessment $24.95


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