• Instant 360° feedback Single

    Instant 360° feedback Single


Diversity at work

DiversityYour company has a diversity policy in place, but how do you know that your people are actually behaving in line with best practice?

Appraisal360 Diversity uses a structured competency based questionnaire focussed around diversity best practice.

By monitoring diversity behaviour, companies using the Appraisal360 tool will be better equipped to prove their measurable commitment to and delivery of diversity best practice within their organisations. Using this 360 has the potential to equip companies to better participate in tendering for public and commercial opportunities.

7. Diversity

You've got diversity policies in place - but how do you get beneath the management rhetoric? Using 360 evaluation you can get individuals to walk the talk and take responsibility for their own behaviour.

Competency Framework

You must complete all mandatory competencies.

Mandatory Competencies Optional Competencies
Appreciating others needs
Awareness of own prejudice
Developing self and others
Diversity Champion
Intercultural Understanding

Mandatory Competencies

Appreciating others needs

the ability to understand what makes people different and help them feel valued

  • Demonstrates empathy and sees things from other people's perspective
  • Helps others to understand the implications of their values, attitudes, ideas and feelings
  • Is curious and gets to know their staff
  • Knows that treating people fairly may mean treating them differently according to their ability and background
  • Respects and relates well to others from varying backgrounds
  • Senses others emotions and responds accordingly taking background and culture into account
  • Spends time with individuals and makes sure they feel valued
  • When leading teams, takes care that all people feel part of the team

Awareness of own prejudice

the ability to understand oneself and the impact that inbuilt values and attitudes have on others

  • Examines own behaviour styles, beliefs and attitudes
  • Expresses feelings and emotions appropriately and in a way that does not cause undue problems for others
  • Has the humility to acknowledge what they do not know
  • Is guided by their own sense of belief and values
  • Quickly realises when thoughts about people or situations are turning negative
  • Reflects and learns from experience
  • Thinks about own feelings and reactions to people before acting
  • Understands that own knowledge and perceptions are relative to own background and experience


the ability to communicate sensitively and effectively when dealing with a diverse population

  • Acts as spokesperson for others
  • Challenges bias and intolerance
  • Examines own communication style when working with people of different backgrounds and changes as necessary
  • Is able to appreciate and communicate respect for other people's ways, backgrounds, values and beliefs
  • Makes sure that there are clear communication channels where all employees can feel safe to give input and feedback
  • Sensitively communicates own feelings to others
  • Surfaces tensions, deals with conflict and produces a positive outcome for all parties
  • Understands the social, psychological or cultural forces that shape other's views

Developing self and others

the ability to make sure that both self and others achieve their maximum potential

  • Believes that the way people feel is as important as completing the task
  • Freely offers help and assistance to others when appropriate
  • Gives feedback to help people understand others point of view
  • Is open to learning about new values, attitudes and feelings
  • Is willing to change their patterns of behaviour in the interests of the organisation and the people who are affected by it
  • Keeps on top of changes in own and others views and opinions
  • Overcomes obstacles to help people develop no matter what their background and ability
  • Takes active steps to ensure that all staff are given the right opportunities to learn and develop

Diversity Champion

making a stand and taking the lead on matters of diversity in the organisation

  • Actively promotes the organisation as an example of best practice in diversity behaviour to people outside
  • Ensures that a policy of including people and their differences is an integral part of the success of the organisation
  • Is instrumental in developing a diversity strategy
  • Plays a lead role - does not abrogate responsibility for diversity to HR or other function
  • Practices what they preach with respect to diversity within the organisation
  • Promotes the fact that a diverse workforce and customer base is good for business for both commercial and ethical reasons
  • Pushes the boundaries of diversity policy in order to benefit the business
  • Regards working with people from different backgrounds as an opportunity for mutual learning for self and others
  • Shows a strong commitment to making diversity a success in the organisation

Intercultural Understanding

being aware that different cultures have different styles and values and of the difficulties that may occur if these are not taken into account

  • Expresses themselves in a way that encourages trust and alliance between people with different backgrounds and beliefs.
  • Is careful to avoid causing offence to people by using jokes, words, or coments that are based on religion, race, gender, age or similar.
  • Recognises that people have their own individual communication style no matter their cultural or ethnic background
  • Shows an awareness of how people's background or beliefs can cause power imbalance in working relationships and works to redress the balance.
  • Shows commitment in communicating effectively when faced with difficult people and situations
  • Understands how to avoid misunderstandings that may arise from the cultural differences in spoken and non-verbal communication.
  • Understands that an individual's communication style or values are not necessarily based on group affiliation.
  • Understands that communications problems may be rooted in language and style rather than underlying motive or intent


the ability to motivate people with differing cultures and values

  • Creates an environment in which all employees can realise their full potential no matter what their background ability etc.
  • Develops an environment in which others can express themselves and act without fear
  • Encourages people in minorities to express their own culture/beliefs without suffering prejudice or hostility
  • Is sensitive to the stress encountered by people who are in a minority
  • Openly values the benefits that different people bring to the organisation
  • Shows empathy, puts self in others shoes
  • Treats people as individuals
  • Understands and acts on what motivates people as individuals


The following relationships are available for this questionnaire:

  •   Peer
  •   Senior
  •   Junior