Which CLAIM SPACE Navigator are you?

Name* This field is required.

First Name

Last Name

Email* This field is required.

example@example.com

You’re asked to lead a team for a important project. How do you approach it?* This field is required.

Embrace the role, confident in your skills and excited to collaborate with the team.

Accept the role but focus on quietly managing the tasks to avoid scrutiny.

Feel nervous but take it on with the support of a mentor or trusted peer.

Decline, feeling unsure about your ability to lead in such a visible role.

During a team meeting, you propose an idea, and it’s met with silence. What do you do?* This field is required.

Decide to follow up with the team after the meeting to revisit your idea.

Reframe and clarify your idea, inviting feedback from the group.

Assume the idea wasn’t good and stop sharing in future meetings.

Feel disappointed but move on, trusting that a supportive colleague will bring it back up later.

You’ve been invited to speak at an event. Public speaking isn’t your strength, but the topic aligns with your expertise. How do you respond?* This field is required.

Accept with the encouragement of a mentor or colleague who believes in you.

Accept enthusiastically and prepare to share your perspective authentically.

Decline, feeling unqualified for the opportunity.

Accept but focus on delivering the presentation as simply as possible to avoid potential missteps.

You’re part of a hiring committee, and someone suggests a candidate who isn't fully qualified. How do you respond?* This field is required.

Suggest revisiting the qualifications as a group, trusting your team to work through the issue.

Bring it up in private with the committee chair to avoid conflict.

Say nothing, assuming others will address the concern.

Raise the issue professionally, expressing the importance of the role.

You experience a disrespectful interaction in front of your colleagues. What’s your immediate reaction?* This field is required.

Choose to address it later in a private conversation with the individual involved.

Address it calmly but firmly, fostering an opportunity for education and dialogue.

Stay silent, feeling it’s safer not to draw attention to the issue.

Discuss it with a trusted ally or manager to decide on the best course of action.

Your manager gives you critical feedback that feels harsh and unconstructive. How do you handle it?* This field is required.

Thank them for their feedback and ask clarifying questions to ensure understanding.

Accept the feedback quietly, planning to revisit it later on your terms.

Feel discouraged and question your abilities.

Seek advice from a trusted colleague to process and act on the feedback.

A peer takes credit for an idea you contributed to a group project. How do you respond?* This field is required.

Politely and confidently remind the group that you had introduced the idea earlier.

Let it go, focusing on the bigger picture of the group’s success.

Bring it up privately with the peer, expressing your concern.

Stay silent, feeling frustrated but unsure of how to address it.

You’re asked to facilitate a discussion on a complex and sensitive topic. How do you handle it?* This field is required.

Accept confidently, preparing to create a safe and inclusive space for dialogue.

Accept reluctantly but focus on following a structured agenda to avoid missteps.

Suggest someone else take on the role, citing their expertise.

Decline, feeling unprepared to handle the sensitivity of the topic

A colleague asks you to join a project that aligns with your values but adds to your already full workload. What do you do?* This field is required.

Agree enthusiastically, seeing it as an opportunity to contribute to meaningful change.

Agree, but set clear boundaries about your availability and involvement.

Decline, explaining that your current commitments take precedence.

Avoid giving a response, hoping they’ll ask someone else instead.

You notice a lack of diversity in a leadership training program at your organization. How do you respond?* This field is required.

Raise the issue during a meeting, suggesting actionable solutions to improve representation.

Discuss your concerns privately with the program organizer.

Share your observations with a trusted colleague to gather their perspective.

Stay silent, assuming the issue will be addressed by leadership.

You are asked to help a younger coworker who is struggling. What do you do?* This field is required.

Say yes and share what has helped you succeed.

Say yes and give them clear advice to follow.

Hesitate because you aren’t sure if you can help.

Say no because you don’t think you are the right person.

Do you feel safe sharing your ideas in meetings?* This field is required.

Yes, people listen and support me.

Sometimes, but only in certain situations.

No, speaking up usually leads to problems.

I avoid speaking up because I don’t feel safe.

How do leaders respond when you raise concerns about fairness at work?* This field is required.

They listen and take action.

They listen, but nothing changes.

People who speak up face negative consequences.

I don’t feel comfortable bringing up these concerns.

Do your coworkers listen to and engage with your ideas?* This field is required.

Yes, my coworkers actively listen and build on my ideas

Sometimes, my ideas are heard, but they rarely lead to action.

No, my ideas are often dismissed without discussion.

I feel excluded from conversations and decision-making.

How often do you experience exclusionary or disrespectful behavior at work?* This field is required.

Rarely or never.

Sometimes, but leaders don’t always address it.

Often, and little is done about it.

I have stopped reporting these incidents because nothing changes.

Do you feel that you have the same chances for success as others at work?* This field is required.

Yes, opportunities are fair.

Some people have more chances than others.

No, I often feel overlooked.

I have stopped trying because the system feels unfair.

When you have a disagreement or conflict at work, how is it handled?* This field is required.

Conflict is addressed openly and fairly.

Conflict is addressed but not always resolved.

Conflict is avoided or ignored.

Conflict leads to negative consequences for those involved.

Do you feel recognized for your contributions at work?* This field is required.

Yes, my contributions are valued and acknowledged.

Sometimes, but recognition is inconsistent.

Rarely, I feel overlooked.

Never, my work goes unnoticed.

Are there clear policies to support diversity, equity, and inclusion?* This field is required.

Yes, and they are actively followed.

Yes, but they are not always enforced.

There are policies, but they are mostly for show.

No, diversity and inclusion are not prioritized.

Do you feel comfortable providing feedback to leadership?* This field is required.

Yes, leadership welcomes feedback.

I provide feedback but don’t always feel heard.

I rarely give feedback because it is ignored.

I don’t feel safe giving feedback.

When you share concerns, do you see changes that impact you?* This field is required.

Often, leadership acts on feedback.

Sometimes, but changes take a long time.

Rarely, employee concerns are acknowledged but not addressed.

Never, concerns are ignored.

Safety Score

EISResult

Ready to find out what kind of CLAIM SPACE Navigator you are?