Welcome to Culture Amp's Diversity and Inclusion simulation

You’re about to embark on an immersive journey as the Head of Diversity and Inclusion at Silicon Valley Solutions. The purpose of this simulation is to experience making the types of complex decisions that diversity and inclusion practitioners make every day.

The simulation can take 10-15 minutes to complete. Set aside time to get the most out of this experience, and perhaps, bring someone on the journey with you.

Ready to start your new role as Head of Diversity and Inclusion at Silicon Valley Solutions Inc?

We'll email your results to you.

Before you get started

To best mimic real life, once you make a decision within the simulation, you must move forward. If you want to change your decision, you can enter the simulation again.

Keep in mind:

  • This is a simulation, based on research that informs the different paths.
  • Research doesn’t always represent what will happen in practice.
  • Don’t worry about budget or legality considerations when making decisions.

Setting the scene

Getting to know your new company, Silicon Valley Solutions Inc

  • Private, venture funded technology company, founded in 2013
  • Headquartered in Silicon Valley; offices in New York, Austin, and Seattle
  • Recently reached a milestone of 500 employees

The founders and executives at SVS support diversity and inclusion efforts. But, they haven't dedicated resources to it yet. The have not invested in unconscious bias training, employee resource groups, or any other initiatives in hiring, promoting, or retention. You’re in a similar situation as many of your peers, starting at square one.

Before you get started

Your four main objectives

Heads of Diversity and Inclusion care deeply about connecting diversity and inclusion to their business strategy. Since Silicon Valley Solutions is a hypothetical company, this simulation assumes four general objectives for you to achieve.

  1. Improving outcomes for underrepresented groups
    • This means a higher proportion of women and racial minorities in technical and leadership roles, through an increase in hiring and promotion of these groups.
  2. Reducing prejudice and stereotyping
    • This diminishes overall inequality, specifically targeting the gap in workplace success. This allows everyone to overcome self-doubt and safely exhibit confidence.
  3. Increasing support for diversity policies
    • Reduce backlash that may manifest from individuals experiencing identity threat. Without support for diversity policies, you may meet resistance and non-compliance.
  4. Fostering strong intergroup relations
    • With strong intergroup relations, the diversity and inclusion function can expect to see the formation of high-quality relationships among dissimilar others.

Keep these in mind as you start making decisions for SVS. Ready for your first opportunity?

Select one

    Next →

    Research suggests:

    Next →

    You're done!

    Your impact summary

    Decision Direction Impact
    Outcomes for underrepresented groups Positive 3
    Reduced prejudice & stereotyping Negative -2
    Increasing support for diversity policies
    Intergroup relations
    Results based on your choices:

    Now that you've seen the outcomes of your decisions, would you consider taking a different path?

    Yes, I'd want to make changes
    Continue →

    Thank you

    Thank you for participating in Culture Amp’s Diversity and Inclusion simulation. We hope you learned something new along the way.

    If you’d like, you can take the simulation again and try a new path.

    If you know someone who’d be interested in taking the simulation, click here to send the simulation to a friend.

    Start again →