All customers using The Diversity Index get access to a digital platform with our basic analyses of diversity in the organization. A rating from 1 (lowest score) to 5 (highest score) will be issued. This index of maturity measures to what degree diversity is being included and utilized for value creation.

The maturity levels are based on the guidance document for the Norwegian Standard for Diversity management systems (NS11201), which also follows an ISO-template. All measures we implement, both revision and advisory, follow an internationally recognized framework. By setting a goal according to the aforementioned maturity levels, and working systematically to achieve these, you are in accordance with the same standards applicable to other management and QA systems. In turn this makes it possible for the organization as a whole to get certified with regard to diversity (we are happy to assist with this process).

Our goal is not for every organization to achieve the maximum level of maturity, but rather that you know where you are at today and can make an informed decision on where you wish to be in the future.

The platform utilizes a range of different statistics which offer you, for example, the following:

- Response rate

- Maturity index/rating

- Composition of diversity dimensions in the organization

- Employee experience with regard to diversity within five different maturity variables

- 360 degree assessment of managers' and employees' experience with regard to diversity

- Test of significance and effect sizes showing what measures might have the greatest effect on the organization to improve handling diversity

It is most often wise to start your journey in the realm of diversity management by getting a presentation of our method and perhaps set up workshops. This will prepare relevant stakeholders for properly understanding the analyses the platform provides and their implications.

The Diversity Index platform is set up as a subscription based service and we strongly recommend yearly surveys with analyses to follow up on the organizational development. The platform also allows users to drill down into the data to see analyses for various departments (although rules regarding anonymity stop this process at reasonable levels of granularity).

It may be useful to know that we do not work according to a demographic model, but instead use a relative model. This means that we ask for the individual’s subjective feeling of being different, based on the context they are in, in various diversity dimensions. It is, for example, more important to know whether you feel like an economist among engineers, than whether you objectively are an economist among engineers. Based on research in social psychology, this is what makes the most sense given what we are trying to accomplish for our customers. The principles of our theoretical approach is outlined in White Paper #5 (only available in Norwegian).