Trust Index

Using the core competencies of credibility, respect, and fairness, DiversiPro has developed a Trust Index™ based on statements in its IDEA Organizational Assessment (IOA). A high-trust culture is a workplace where trust-based relationships are highly valued. The success of diversity, equity, and inclusion (DEI) initiatives will depend on the level of trust in an organization. A review of literature on measurements around trust identifies a correlation between trust and organizational success. 

This review also noted that employees experience high levels of trust in the workplace when LEADERS:

Are Credible

  • Believe that leaders are credible (i.e., competent, communicative, honest)
  • Competent
  • Keep their word
  • Share information
  • Leaders have strong interpersonal skills


  • Employees believe they are treated with respect as people and professionals
  • Respected as professionals
  • Regularly asked for input
  • Honoured as people who have meaningful lives outside of work

Are Fair

  • Employees believe the workplace is fundamentally fair
  • Ethical – enable collaboration and knowledge sharing
  • Employees believe they are operating on a level playing field when it comes to pay and profit sharing
  • Opportunities for recognition and advancement
  • Treated fairly regardless of race, gender, disability, ethnicity, etc.
  • A transparent workplace

Contact us today!

Levels of Trust

(Adapted from DEI Deconstructed by Lily Zheng)

Some of the characteristics of trust include:

High Trust Organizations

  • In High-trust environments, if and when harm is done, it is rectified swiftly and without incident
  • Feedback is shared proactively both up and down the chain of command
  • Stakeholders (employees) are patient when it comes to IDEA change and are willing to extend the benefit of the doubt to each other and organizational leaders

Medium Trust Organizations

  • In Medium-trust environments there is often doubt about IDEA initiatives and whether leadership can achieve what they say they will do, but not so much that people assume change will never happen
  • Stakeholders (employees) are skeptical but not yet cynical
  • There will often be challenges to the official IDEA narrative put out by the organization

Low Trust Organizations

  • In Low-trust environments, awareness by decision-makers of their organizational structure, culture or strategy, stakeholders (employees, etc.) simply won’t cooperate in any IDEA change initiative
  • Stakeholders will be highly skeptical or cynical about organizational commitments, believing them to be performative
  • They will distance themselves from participating to protect themselves

What to include IDEA in your business?

Reach out to us today and get a complimentary IDEA review.

Skip to content