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Navigating the Path Forward: What Happens After a DEIB Assessment

Does your organization have the initiative to create a workplace that values and respects the unique perspective of all employees? Are you considering conducting a DEIB Assessment but not sure what happens next? A DEIB Assessment will provide your organization with a baseline for understanding your organization’s current state and identifying areas for improvement. However, the journey doesn’t end with the assessment. In fact, it’s just the beginning of a transformative process that can lead to lasting change. In this blog post, we’ll explore what happens after a DEIB assessment and how HR professionals can navigate the path forward.

First: Analyze the Data

After conducting a DEIB assessment, the HR team, along with relevant stakeholders, gathers to analyze the data collected. This involves identifying patterns, trends, and areas of concern. This phase is crucial as it provides a clear picture of the organization’s strengths and weaknesses when it comes to diversity, equity, inclusion, and belonging.

Second: Create Goals

Based on the insights gained from the assessment, HR professionals collaborate with leadership to establish meaningful and measurable goals. These goals should align with the company’s values and overall business strategy. Setting priorities is essential to avoid overwhelming the organization with too many initiatives at once.

Third: Design a Plan

With goals in place, HR professionals can now design a comprehensive action plan. This plan should address specific areas identified in the assessment as needing improvement. It should also outline strategies for increasing diversity, promoting equity, fostering inclusion, and enhancing a sense of belonging among employees.

Fourth: Evaluate Resources

Implementing DEIB initiatives requires adequate resources, both in terms of budget and human capital. HR professionals need to collaborate with finance and other relevant departments to secure the necessary resources for training, workshops, mentorship programs, and other initiatives outlined in the action plan.

Fifth: Gather Feedback

Creating a culture of inclusion involves actively seeking input from employees. HR professionals can establish channels for employees to share their experiences, feedback, and suggestions. This information can guide adjustments to the DEIB initiatives and ensure that they resonate with the workforce.

A DEIB assessment serves as a catalyst for positive change within an organization. However, the real work begins after the assessment, as HR professionals lead the charge in translating insights into action. By analyzing data, setting goals, designing action plans, allocating resources, educating employees, and fostering a culture of listening, HR professionals can drive meaningful change and create a workplace that truly values diversity, equity, inclusion, and belonging. The journey might be complex, but the rewards—both for the organization and its employees—are immeasurable.

If you are interested in learning more about DEIB Assessment, please contact Misty at

Misty Resendez Woods
Misty Resendez Woods
Misty is a former member of the Purple Ink team. She is passionate about developing professionals so that they have the tools necessary to enhance their personal drive for success throughout everything they do.

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