Welcome to Culture Amp's Diversity and Inclusion simulation

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

You're about to embark on an immersive journey as the Head of Diversity and Inclusion at Silicon Valley Solutions. You will make complex decisions that diversity and inclusion practitioners face, while exploring how your own experiences shape your perspective.

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

We'll email your results to you. Enter your email address here.

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 evidence-based research.
  • Research doesn't always represent what will happen in practice.
  • Follow your gut; don't factor in budget or the changing legal landscape.

Setting the scene

Getting to know your new company, Silicon Valley Solutions Inc (SVS)

SVS

Private, venture funded technology company, founded in 2013

SVS

Headquartered in Silicon Valley; offices in New York, Austin, and Seattle

SVS

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.

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

    Research suggests:

    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

    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.

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