TEAL ← Teal 222

The assessment suite

Teal Inclusion Quotient — Mini Assessment

Organisational intelligence to help your people feel valued, connected and engaged.

A quick pulse-check on fairness, inclusion and belonging — part of the broader Teal People Experience Index. Rate each statement based on how things actually work today, not your aspiration. Ten statements, about four minutes, your snapshot on screen immediately.

Confidentiality & data use

All individual responses to this assessment are treated in confidence. Your name, job title and contact details are used solely to send you your results and, where relevant, to follow up on your report — they are never shared, sold, or used for any other purpose.

Once submitted, your organisation's responses are anonymised and combined with data from other participants to build a broader, ongoing dataset on fairness, inclusion and belonging across industries, enabling meaningful benchmarking and year-on-year trend comparisons. No individual organisation is ever identified or identifiable in this aggregated research.

This assessment and the underlying dataset are owned and maintained by Teal 222. By completing this survey, you agree to your anonymised data being retained and used for this research purpose.

Values in Action

How your stated values show up in real decisions.

1. Our organisational values explicitly reference fairness and inclusion, and this is visible in how decisions are actually made — not just in what is written down.
2. We track and are working towards broader, more representative leadership over time.

Challenging Assumptions

How objective are your core people processes?

3. We have actively reviewed our recruitment, performance and promotion processes to identify and remove assumptions and stereotypes (e.g. structured interviews, diverse panels, anonymised applications and resume screening).
4. We measure pay scales against job objectives, role descriptions, and levels, making comparisons across the workforce to ensure fairness and take action on the findings.

Everyday Inclusion

What do your people experience day to day versus what the organisation says will be the lived experience?

5. People have a genuine, trusted way to raise concerns about values.
6. We invest in helping managers to respond to the needs of their teams and colleagues on a consistent basis, not just through one-off training.
7. People have access to safe spaces for community building such as employee resource groups and networks, which are distinct from spaces and groups which welcome all perspectives.

Leadership Multiplier

How do your leadership behaviours impact inclusion in your organisation? Leadership multiplies — or undermines — everything above.

8. Our senior leaders visibly live our values on fairness and inclusion, not just communicate them passively.
9. Progress is reported regularly and honestly to the board, including where it has stalled.
10. A senior leader is genuinely accountable for this agenda, with real resource behind it.

Your details

Used solely to send your results and follow up on your report — see the confidentiality note above.

Please answer every statement and complete your details — the highlighted items are missing.

Your snapshot

Your Teal Inclusion Quotient

of a possible 1,008
SectionScoreRead

Strength

Area for improvement

Leadership: the multiplier

Want to go further? A full TIQ assessment gives you a complete organisational baseline and benchmarking over time.

Send my results & ask about the full TIQ