Organisational Afro-inclusion indicator

Tool available

Organisational Afro-inclusion indicator

Indicative assessment tool for reviewing an organisation’s level of preparedness for Afro-inclusion, from governance and recruitment to representation, culture and the value chain.

View all tools

Assessment by dimensions

This indicator reviews policies, processes and organisational practices. It does not request personal racial data or replace a specialist assessment supported by documentary evidence.

Commitment and governance

It assesses whether institutional commitment is explicit, verifiable and has internal accountability.

The organisation visibly expresses a commitment against racism and racial discrimination.

There are people responsible, objectives or periodic reviews relating to racial diversity and inclusion.

Attraction and selection

Check whether access to employment is designed to broaden reach and reduce avoidable bias.

Job offers, recruitment channels and requirements are reviewed to avoid bias and broaden reach.

Interviews and assessments follow structured, comparable and non-arbitrary criteria.

Internal experience and culture

Measures whether genuine safeguards are in place so that inclusion does not rely solely on informal dynamics.

There is a clear channel for reporting discrimination or microaggressions, and action is taken on them.

The organisation works on belonging, awareness and coexistence through managers and teams.

Career, promotion and representation

Analyse whether inclusion translates into opportunities, progression, visibility and leadership.

Promotions, assessments and development opportunities are reviewed to identify gaps.

Afro-descendant representation is visibly and dignifiedly present in leadership, spokespersons or internal role models.

Communication, suppliers and community

See how inclusion is projected externally and how consistently the value chain is managed.

The communication, creative work or brand avoids stereotypes and represents Afro diversity thoughtfully.

Suppliers, collaborators or partnerships are included to broaden inclusion and ties with the Afro-descendant community.

The aggregated result is saved automatically to improve this indicator. In this browser, we also retain your latest assessment so you can pick it up again when you return. No IP addresses or open responses are stored.

Receive your assessment by email

If you want to save this result or share it internally, leave your email and we will send you a structured summary of the assessment.

Contact email

It will only be used to send you this summary. It will not be added to newsletters or sales automations.

How to interpret the indicator

It serves as an initial review for identifying organisational gaps and prioritising decisions. It does not replace an external validation process or formal accreditation.

The appropriate approach is to review policies, processes, the working environment and the value chain. Do not use sensitive personal data to build a public score.

It can help structure internal conversations, develop an improvement plan and prepare a more in-depth assessment based on evidence and monitoring.

When traffic starts to seem unusual

Don’t Give AI Ideas

Designing Permission

When traffic starts to

Don’t Give AI Ideas