Rooted + Heard Diagnostic

Rooted + Heard Diagnostic

Assess your organisation’s inclusion and culture. Answer each question honestly. Your results will provide scores, feedback, and an overall interpretation to guide your next steps.
Inclusion Score
1 – Not yet on the board's agenda2 – Discussed periodically, but not systematically3 – Embedded in board oversight and governance
1 – Not yet on the board's agenda2 – Discussed periodically, but not systematically3 – Embedded in board oversight and governance
1 – Not yet on the board's agenda2 – Discussed periodically, but not systematically3 – Embedded in board oversight and governance
1 – Not yet on the board's agenda2 – Discussed periodically, but not systematically3 – Embedded in board oversight and governance
1 – Not yet on the board's agenda2 – Discussed periodically, but not systematically3 – Embedded in board oversight and governance
Inclusion Score Calculation
Inclusion Score
EMERGING (5–8): Inclusion is mostly ad hoc or limited; early-stage efforts; need to build foundations.
DEVELOPING (9–12): Some consistent practices; progress is visible but uneven; need to systematise and scale.
LEADING (13–15): Inclusion is intentional and embedded; strong practices; focus on sustaining and refining.
Culture Score
1 – Not yet on the board's agenda2 – Discussed periodically, but not systematically3 – Embedded in board oversight and governance
1 – Not yet on the board's agenda2 – Discussed periodically, but not systematically3 – Embedded in board oversight and governance
1 – Not yet on the board's agenda2 – Discussed periodically, but not systematically3 – Embedded in board oversight and governance
1 – Not yet on the board's agenda2 – Discussed periodically, but not systematically3 – Embedded in board oversight and governance
1 – Not yet on the board's agenda2 – Discussed periodically, but not systematically3 – Embedded in board oversight and governance
Culture Score Calculation
Culture Score
EMERGING (5–8): Culture is fragile or inconsistent; values not reliably lived; need to clarify and align.
DEVELOPING (9–12): Some cultural strengths; still patchy; need to embed behaviours and norms.
ROOTED (13–15): Culture is strong and lived; clear alignment between values, behaviours, and systems.

Final Quadrant Interpretation

Your Inclusion Score and your Culture Score together place your organisation into one of four quadrants.

How to read this: High/Low is determined by your section score. Scores of 10–15 = High. Scores of 5–9 = Low. Your combined position tells a story about where your organisation needs to focus first.

	Inclusion: Low	Inclusion: High
Culture High	Rooted, but Not Yet Heard Strong culture. Inclusion gaps. Your organisation has something real — a shared identity, strong values, and a culture people feel connected to. But not everyone is experiencing it equally. Some voices are being missed, sidelined, or unseen. Culture without inclusion can quietly become a closed circle, protecting the majority while leaving others behind. Focus: Widen the circle without losing the roots.	Rooted and Heard The gold standard. Keep building. This is what Rooted + Heard is named for. You have built a strong, healthy culture AND ensured that people from all backgrounds are genuinely heard, valued, and able to contribute. This is rare. It does not happen by accident — it is the result of sustained, intentional leadership. Your challenge now is to sustain it, protect it through change, and bring others with you. Focus: Sustain, scale, and share your model.
Culture Low	Neither Rooted nor Heard The honest starting point. Neither culture nor inclusion is yet working for your people. This can feel daunting — but organisations that face this moment honestly make the most transformative progress. The risk here is not the gap itself; it is denial, or change fatigue, or piecemeal fixes that address symptoms without touching the system. You do not have to solve this alone. Focus: Start with honest diagnosis. Build from the ground up.	Heard, but Not Yet Rooted Inclusive intent. Cultural fragility. There is genuine energy around inclusion here — people feel seen and want to contribute. But without strong cultural foundations, that inclusion can feel inconsistent, dependent on individual champions, or vulnerable to leadership change. Inclusion that is not embedded in culture does not last. The intent is there. Now the roots need to go deeper. Focus: Anchor inclusive practices into your culture and systems.

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