Questions and Answers of Equity Asset Valuation

Does our organization have an AI code of conduct and is there a governance process in place to ensure it is followed?
Is the AI being used to benefit or to punish people?
Who has the power and responsibility in this relationship?
Are you controlling for unintended consequences and bias?
Is there transparency of process and of use of outcomes?
Is the code and data auditable?
How will the data and outcomes be used?
Where is the bias in the data?
What is the source of the data and are we permitted to use this data?
Is the data quality good?
Who else could be impacted by this tool? Are these stakeholder groups represented on the project team?
What is the purpose of the AI project and who are we seeking to help or serve?
What behaviors, policies, procedures need to be changed to drive impact?
How will managers be held accountable for decisions that impact DEI metrics and KPI?
How will the culture change toward data driven decisions be socialized with employees?
Will leadership need training and support to incorporate data driven decision making?
How will the new tool or dashboard be socialized with leadership and managers to promote data driven decision?
Will we offer periodic reporting, dashboards, or system driven reports?
What information and metrics will be reported?
What tools are available to support the process of gathering data and then reporting and sharing information? Do we need new tool?
Is use of the data protected by regulation such as GDPR, CPRA, other? If so, what compliance action are required?
Who needs to authorize data access?
Do we need technical expertise on an ongoing basis to leverage this technology?
How can we access the data?
Where is data located? Is it in a single system or multiple systems?
Who will be using this data and how will they be using it?
What information are we seeking, and data are we trying to gather?
Who needs to be on the team?
Do we have senior leadership support? Who from senior leadership is our champion?
“Killing Me Softly” by Fobazi M. Ettarh, (http://fobettarh.github.io/Killing-Me-Softly/)a. How did this exercise make your feel?b. What perspective have you gained from this exercise?c. What
What’s Your Cultural Profile (https://hbr.org/2014/08/whats-your-culturalprofile)a. What surprised you about your results?b. Try taking an assessment for a different country. How culturally aligned
How might these biases impact who is selected as a high potential employee of future leader?
How might these biases impact vendor or contractor selection?
How might these biases impact team member relationships and dynamics?
How might these biases impact designing organizational systems around hiring, promotion, compensation and opportunities?
How might these biases impact your role as a leader?
How might these unconscious biases impact your interactions in your personal or professional life?
Are you able to identify any experiences or interactions that may inform these results?
Does this alignment create acceptance or resistance to the results?
Are the results aligned with your self-perception? Are they misaligned?
What is your initial reaction to the test results?
How will we keep stakeholders informed about the impact of their feedback?
How will we inform senior management about stakeholder feedback?
How will we gather feedback from our audience?
How are we going to measure impact?
Which communication channels will be most effective?
What is our action plan and timeline?
Who can help deliver the message?
What outcome are we seeking?
What is the message(s) that we want to deliver?
What is our goal?
How do we engage with industry associations and peer organizations?a. Who attends these events from our organization?b. Who leads the J.E.D.I. agenda in these groups?c. What roles do our out leaders
How do customers perceive our organization’s J.E.D.I. strategy?a. How is our J.E.D.I. strategy reflected in our branding and image?b. How are we receiving feedback from customers?c. What are our
How do we hear the voices of our employees on J.E.D.I. issues?a. How often do we conduct employee engagement surveys?b. Are survey results shared? If so, how?c. What is done with the information?d.
How are our J.E.D.I. commitments reflected in community outreach?a. How do we define our community?b. What are the demographics of the communities in which we operate?c. How do we engage our
What are our J.E.D.I. standards for procurement and suppliers?a. Percentage spent with BIPOC owned businesses?b. Percentage spent with AAPI owned businesses?c. Percentage spent women-owned
What technologies allow for scaling of solutions across the organization?a. Process improvementb. Workflow automationc. Data-based decision-makingd. Artificial Intelligence toolse. Reportingf.
What tools are available to build capacity and support J.E.D.I. goals?a. Trainingb. Developmentc. Mentoring, Reverse Mentoring, Shadowingd. Allyshipe. Sponsorshipf. Storytelling g. Employee Resource
How are teams designed?a. Do teams reflect diversity of identity, experience, thought?b. Do we promote psychological safety?c. Do we promote inclusive norms?d. Do we avoid tokenism?
How do we engage with middle managers on topics related to J.E.D.I. initiatives and priorities?a. What training and development is given to middle managers?b. How are outcomes measured?c. What is the
How do we develop leaders?a. What core competencies do we identify and prioritize?b. Who sponsors employees for selection in leadership development programs?c. How transparent is this process?d. How
What are our talent retention strategies?a. How reflective of our community is our talent diversity representation?b. How are new opportunities shared?c. How is talent developed?d. How do we define
What are our talent recruitment strategies?a. How do we recruit talent?b. Where do we recruit talent?c. Are we recruiting from diverse sources?d. What is the diversity of our talent recruitment
How are our people management systems impacting the J.E.D.I. goals?a. What are our recruitment and talent acquisition diversity metrics?b. What development opportunities are being offered to support
How effective are our internal policies, processes and systems in promoting our J.E.D.I. vision?a. How do they promote an inclusive culture?b. How do they act as barriers to an inclusive culture?c.
What is the diversity representation of our …?a. Board of Directorsb. C-suitec. Senior Managementd. Middle Managemente. Employees
How is DEI reflected in our organization’s performance goals?a. Internal i. C-suite Scorecard ii. Senior Manager Goals iii. Middle Manager Goals iv. Team Goals v. Individual Goalsb. External i.
How are J.E.D.I. principals reflected in our culture and operations?a. Valuesb. Normsc. Shared Beliefsd. Role Modelse. Resource Allocationf. Behaviors and Actions g. Artifacts
How are J.E.D.I. values reflected in our organizational pillars?a. Visionb. Goalsc. Prioritiesd. Strategy
How is our organizational culture described by the following stakeholders?a. Board/C-suiteb. Managersc. Employeesd. Supplierse. Communityf. Other Stakeholders
What practices deter distributive, procedural, interpersonal, and informational justice?
What practices promote distributive, procedural, interpersonal, and informational justice?
What practices or processes act as barriers to your work experience?
What practices and processes help you feel valued and welcome?
What challenges do you face in bringing your full self to work?
What could we do to improve our culture of belonging?
Have you ever felt marginalized or discriminated against in our workplace?
Do you feel you can bring your full self to work?
How do you feel when you come to work?
How well do you feel our organization does diversity, equity, and inclusion?
What does a culture of belonging mean to you?
What does equity mean to you?
What does inclusion mean to you?
What does diversity mean to you?
How is our organization supporting its ESG strategy?a. Is it on the board or C-suite agendas?b. Does the CEO speak frequently about our organization’s mission to promote a more just and equitable
Is the organization involved in private-public partnerships to drive environmental and social impact?
How are internal and external stakeholders engaged and informed about our environmental and social justice priorities, actions, and outcomes?a. Who is involved in the process?b. Who is responsible
What is our ESG strategy and is it aligned with our business strategy?a. Are we considering the intersectionality of environmental and social factors?
What are our ESG goals?a. How is success defined?b. How is progress measured?
Are environmental and social justice organizational pillars included in our mission statement?
What is our organization’s mission?
What are some of your key takeaways from this book? What is the one action that you are planning to do tomorrow?
How might you use the Impact Model to drive change in your community?
If you were designing standards for J.E.D.I. reporting, what areas of reporting and metrics might you include?
As a not-for-profit leader, what investment strategy changes might you make to align your investment strategy with your organization’s J.E.D.I. mission?
As a business leader, what would you propose to your own organization to drive impact to justice and equity?
Corporations have made significant financial commitments to address systemic inequities. Do you think it is enough to drive the transformational change?Why?
What recommendations do you have to bridge the education, pay, and wealth gaps?
As a business leader, what appeals to you about the P-TECH model?
If this educational model had been in existence when you were in high school, would you have chosen this option? Why?

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