Six Stages Framework Organisational Diversity Assessment
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101
150
150
92
85
DESCRIPTION OF BANDING LEVELS:
- 30–39: Stage -6 — Hostile & Harmful Culture – Discrimination and exclusion are embedded and unchallenged. Psychological safety is lacking.
- 40–49: Stage -5 — Exclusion Normalised – DEI concerns are ignored or dismissed. Harm is perpetuated without recognition.
- 50–59: Stage -4 — Tokenism & Image-Focused — Public statements may exist, but there is no meaningful change or safety for staff.
- 60–69: Stage -3 — Fear-Based Inaction – DEI is seen as risky or threatening. Change is avoided.
- 70–79: Stage -2 — Performative Inclusion – Occasional DEI events or hires, but no strategic or cultural shift.
- 80–89: Stage -1 — Surface-Level Engagement – Some awareness or training, but no follow-through or accountability.
- 90–99: Stage 0 — Early Awareness – Good intentions exist but lack strategic planning or integration.
- 100–109: Stage +1 — Foundation Building – DEI goals are forming, policies are being reviewed, and culture is slowly shifting.
- 110–119: Stage +2 — Reflective & Learning – Organisation is open to feedback and growth. Staff voices are increasingly valued.
- 120–129: Stage +3 — Courageous Culture Shift – Difficult conversations are being had. DEI informs leadership and systems.
- 130–139: Stage +4 — Strategic Equity Model – Inclusive leadership is embedded in operations, policy, and culture.
- 140–149: Stage +5 — Inclusive Excellence – Innovation, trust, and systemic inclusion are evident across the organisation.
- 150: Stage +6+ — 🌟 Sector Beacon for Inclusion – Your organisation is a sector leader in inclusive, anti-oppressive practice and systems change.
