Assessments

Cultural Assessment & Discovery

Listening before we lead.

Every organization has a unique heartbeat—a specific history, culture, and set of unspoken norms. We believe that effective work cannot happen without first honoring and understanding that context.

We don't believe in cookie-cutter solutions. Before we design a curriculum or suggest a policy change, we take the time to truly understand where you are.

How We Do It:

We look beyond the organizational chart to understand the lived experience of your team.

  • Deep Listening: We spend time with your team—from leadership to entry-level staff—to understand the "water you swim in." We look at interpersonal dynamics, communication styles, and the unwritten rules of your workplace.

  • Collaborative Design: We partner with key leaders to identify the right questions to ask. We don't assume we know your challenges; we work with you to uncover them.

  • Identifying Themes: Through surveys, focus groups, and interviews, we draw out the key themes and patterns that are shaping your culture.

The Result:

We produce a comprehensive report that mirrors your organization back to you. This isn't just data; it is a roadmap. We share these results at all levels of the organization to create a shared language and a clear, data-informed foundation for the work ahead.

Distant mountain range with forests in the foreground and snow patches on the peaks

Cultural Climate Assessment

Liberation Consulting’s approach to conducting organizational DEI cultural climate assessments centers on the use of individual interviews and focus groups. This method fosters open and honest communication and the building of trust—two characteristics that are critical for sustaining effectiveness in a diverse workplace and community.

  • Individual interviews are with specific key stakeholders across all levels of representation in the organization and anyone who would like to participate but finds a group setting uncomfortable.

  • Focus groups are convened on the basis of constituency (e.g. role and responsibility within the organization) as well as cultural variables (e.g., class, age, different racial or ethnic groups, sexual orientation, gender identity/expression, etc.). During the planning we will work with you to set up a structure and process for finalizing the relevant focus groups, identifying participants, and scheduling the groups.

Organization-wide Survey

Data tells a story, but it rarely tells the whole story. We use organization-wide surveys to establish a clear baseline—capturing demographic data, representation, and retention trends. But we go deeper than the numbers. We also measure the human experience: do your employees feel included? Do they perceive access to opportunity as truly equitable? We help you track these indicators over time, using data not as a final verdict, but as a compass to guide your progress.

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