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

ARE RESPECTFUL

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.

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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