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{"sheet":"levels of inclusion","index":0,"n_rows":11,"n_cols":3,"rows_kept":11,"cut":false,"hidden":true,"merged":[[10,2,10,12],[0,0,0,12],[2,2,2,12],[4,2,4,12],[6,2,6,12],[8,2,8,12]]}
["Levels of Inclusion"]
[null,null,"Invisible"]
[null,null,"Diversity/inclusion and difference/exclusion are not even on the radar, or there is no recognition of the value that inclusion brings to an organisation, community or programme. Overt or subtle discrimination is present. When a discriminatory incident happens there is no attempt at redress. Individuals who face discrimination must deal with any of its negative impacts on them without any support. There is a very entrenched/simplistic sense of who is seen as ‘normal’ and who is seen as ‘different’."]
[null,null,"Awarness"]
[null,null,"There is some effort being made to welcome marginalized or worst-off people into the mainstream of the community, based on a belief that all people are equal or an understanding of the harmful effects of exclusion. Discrimination is seen as somewhat important to address, but actions taken to address it lack adequate resources, do not happen consistently and are ad hoc. Interventions by organization focus on helping marginalized individuals meet their basic needs even if they are facing discrimination or exclusion elsewhere."]
[null,null,"Intentional Inclusion"]
[null,null,"The organisation has made an official statement about the importance of inclusion and diversity, and a structural understanding of inclusion and inequity is being advanced. Interventions are planned with the goal of incorporating more equitable practices and attitudes into the entire organization or community. Management and staffs of organisation make initial medium to long-term commitments to inclusion work. Ideas about who excluded from the services and resources in the community are starting to broaden."]
[null,null,"Strategic Inclusion"]
[null,null,"Long-term, broad-reaching strategic measures are taken within organisation and its intervention to decrease barriers to participation for people who have long been marginalized, with the understanding that focusing energy on those with the most barriers improves services for all and would leave no one behind. Strategies to transform processes that maintain systemic discrimination and or exclusion, as well as provisions for measurement and accountability, are in operation. When discrimination/exclusion happens there is a process in place to address it that involves organisation and community support. The organisation is addressing one or a few layers of identity very effectively. The idea of who is ‘normal’ has shifted to be more reflective of a variety of human difference."]
[null,null,"Culture of Inclusion"]
[null,null,"All elements and dimensions of inclusion and exclusion  are identified, analyzed, considered and supported. Systemic processes for maintaining inclusion are fully woven into the organization and its interventions. The good of all people and leaving no one behind is a widely held value, and everyone is comfortable with and sees the importance of diversity/inclusopn, so discriminatory incidents/exclusion rarely happen. Continuous improvement around inclusion is embedded within the organization. Inclusion is a way of life and all the staffs of organisation and  community members are supported to reach their full potential."]

{"sheet":"Introduction","index":1,"n_rows":26,"n_cols":2,"rows_kept":26,"cut":false,"hidden":false,"merged":[]}
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[null,"Organisation Inclusion Assessment Tool "]
[null,"Name of the Organisation:"]
[]
[null,"Email Address of the Inclusion Focal Point or Facilitator:"]
[]
[]
[null,"If you are Inclusion Focal Point or Facilitator of the Organisation, please first read "]
[]
[null,"Introduction"]
[null,"This tool has been developed to help WASH Alliance International and its partner organisations move ahead in their work towards becoming more inclusive and leaving no one behind.\nThe goal of this Tool is to give the organisations a way to measure their current status in how inclusive they are from different angles. In addition to identifying the current state of the organisation, it helps to plan where you want to go next, and give suggestions on how you might get there. It is also designed to help understanding the change process that organisations often go through to become more inclusive."]
[]
[null,"How to use this tool?"]
[null,"This tool looks at eight different “Focus Areas”, which are presented in different worksheets of this excel file. For each of these focus areas, you need to read all the sentences and choose all those that you think apply to your organisation's current situation by clicking the box next to the sentence (on the left). The number of selected boxes will be counted and an overview of the results will be provided in the Assessment Summary sheet of this tool. This assessment can be filled in by a single person from the organisation or a group of staff. If you are asked to fill in this assessment as a single person and you are not confident about your knowledge of English and there is no translation of the tool in your local language, ask a colleague you trust to help you. If you are facilitating completion of this tool for a group, please make sure that everyone gets to express their individual opinion openly and try to come to a common agreement before selecting the boxes. Under each Focus Area sheet there is a place to provide your \"comments\". Here you can provide a short summary of your discussion and major disagreement points (for the group discussion) or any relevant issue/situation with regard to that Focus Area."]
[null,"For the definition of the common terms used in this tool click"]
[]
[null,"Links"]
[null,"For more detailed guidelines please refer to [link to manual on WASH Alliance website].\nFor questions on this tool contact:"]
[null,"sara.ahrari@simavi.nl"]

{"sheet":"Leadership","index":2,"n_rows":13,"n_cols":17,"rows_kept":13,"cut":false,"hidden":false,"merged":[[13,1,13,10],[2,1,2,10],[10,1,10,2],[10,3,10,4],[10,5,10,6],[10,7,10,8],[10,9,10,10]]}
[]
[null,"Focus Area: Leadership & Accountability"]
[null,"Leaders are involved in and accountable for demonstrating commitment to build inclusion and equity. (Leaders can be the members of management team of organisation, programme managers, members of board of advisory or any other individual who is taking the lead in the organisation, programme or alliance)"]
[]
[null,false,"Leaders are not aware of the importance of diversity in the organisation and the community",false,"Leaders make occasional statements that supports the importance of inclusion or mention it informally to staff or public",false,"Leaders include the importance of inclusion in major communications and link it to the organisation's mission",false,"Most leaders can articulate the organisation's inclusion strategy, including how inclusion enables the achievements of core strategic priorities",false,"Senior leaders, are seen as change agents and role models in \"Leaving No One Behind\" ",null,{"$f":"IF(B5,1,0)","v":0},{"$f":"IF(D5,1,0)","v":0},{"$f":"IF(F5,1,0)","v":0},{"$f":"IF(H5,1,0)","v":0},{"$f":"IF(J5,1,0)","v":0}]
[null,false,"Leaders are uninformed or defensive when issues of discrimination and or exclusion are brought to their attention",false,"Leaders require instructions and/or scripts to discuss diversity and inclusion",false,"Leaders willingly make speeches and public statements about inclusion, but these are usually limited to specific situations, projects or events",false,"Leaders make internal and external speeches or statements about inclusion to a variety of groups",false,"Leaders publicly initiate and support inclusion related initiatives, even if they are perceived by the public to be controversial",null,{"$f":"IF(B6,1,0)","v":0},{"$f":"IF(D6,1,0)","v":0},{"$f":"IF(F6,1,0)","v":0},{"$f":"IF(H6,1,0)","v":0},{"$f":"IF(J6,1,0)","v":0}]
[null,false,"Leaders see a focus on inclusion as pulling away  organisation's resources and/ or moving away from programme's core strategic priorities",false,"Leaders accept some responsibility for inclusion especially when it relates to equal opportunity",false,"Leaders initiate conversations about increasing inclusion in the organisation and community and take responsibility for action",false,"Leaders intentionally appoint a diverse team for management and implementation of the programmes ",false,"Leaders systematically appoint resources that are needed for improving inclusion in the organisation, community and interventions",null,0,0,0,0,0]
[null,false,"Leaders consistently see differences as risks and challenges rather than opportunities for enrichments",false,"Leaders attend events that promote inclusion but mostly see it as opportunities for appearing in photos and publicity",false,"Leaders mainly communicate plans or progress around inclusion only to those within the organisation",false,"Most leaders understand that inclusion work is systemic and designed to strengthen the organisation culture; they are committed in the long term to transform the organisation to be more inclusive",false,"Leaders integrate comments about diversity and inclusion in public statements on a variety of topics",null,0,0,0,0,0]
[null,false,"Leaders use stereotypes or discriminatory language in internal or external communication",false,"Marginalized/disadvantage people who would like to become member of committees or run for local government elections are informally encouraged, mostly by the leaders",false,"Leaders are aware that a diverse senior leadership, representing the community and/or constituency of the organisation, is important and will enable the organisation to better fulfil its mandate",false,"Leaders from the underrepresented populations are increasingly being elected and appointed within organisation, community and local governments",false,"A large majority of employees and community members across a range of layers of identity, rate their leaders as treating them fairly and inclusively",null,0,0,0,0,0]
[null,false,"Leaders feel only accountable for inclusion to donors that require compliance with human rights and employment equity regulations",false,"Accountability for inclusion is part of at least one management level personal responsibilities",false,"Accountability for inclusion is part of the majority of management level personal responsibilities",false,"Progress on inclusion initiatives is regularly reported to organisation's constituency, community members and groups, particularly those that work with marginalized population",false,"The senior leadership team  is fully representative of the diversity of population the organisation represents ",null,0,0,0,0,0]
[null,{"$f":"M11","v":0},null,{"$f":"N11","v":0},null,{"$f":"O11","v":0},null,{"$f":"P11","v":0},null,{"$f":"Q11","v":0},null,null,{"$f":"SUM(M5:M10)","v":0},{"$f":"SUM(N5:N10)","v":0},0,0,0]
[]
[null,"Comments:"]

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[]
[null,"Focus Area: Commitment of Resources"]
[null,"Resources are consistently available, sought and prioritized to support initiatives that promote inclusion and equity."]
[null,false,"The organisation does not have any formal or informal commitment for building/improving inclusion within organisation, its services or interventions",false,"Inclusion work is seen as valuable but few financial or human resources are available for it within the organisation",false,"Improving inclusion within organisation and its intervention has  a regular budget line item in organisation's accounting system",false,"There are adequate resources in place to ensure that inclusion strategies are fully implemented within and  across all areas of organisation interventions",false,"The organisation chart contains a staff position with responsibility for inclusion work. If inclusion work is not centralized, responsibilities are embedded into a number of staff positions",null,{"$f":"IF(B4,1,0)","v":0},{"$f":"IF(D4,1,0)","v":0},{"$f":"IF(F4,1,0)","v":0},{"$f":"IF(H4,1,0)","v":0},{"$f":"IF(J4,1,0)","v":0}]
[null,false,"No financial or human resources have been set aside for improving inclusion within the organisation and its services or interventions",false,"Activities and interventions to improve inclusion/diversity within the organisation and its interventions are done \"off the side of someone's desk \"and are under-resourced and inconsistent",false,"There is a designated staff person or team of staffs with the responsibility for inclusion work, and their activities are adequately budgeted for",false,"Inclusion work is not limited to social and cultural services or HR, but is integrated into all the organisation's interventions",false,"Internal teams that work on inclusion are valued for their work. Their input is highly valued and drivers organisation decision making processes",null,{"$f":"IF(B5,1,0)","v":0},{"$f":"IF(D5,1,0)","v":0},{"$f":"IF(F5,1,0)","v":0},{"$f":"IF(H5,1,0)","v":0},{"$f":"IF(J5,1,0)","v":0}]
[null,false,"Inclusion has a lower priority than other \"more tangible \"organisation's goals/strategies, and therefore does not require allocation of  resources",null,"Staffs are reluctant to request resources for improving their understanding of inclusion and/or inclusion withing organisation and its interventions from the senior leadership because they anticipate refusal",false,"Most staffs in the organisation are aware of the function and activities of the person or team tasked with inclusion work",false,"Change in budget allocation respond to needs expressed by staffs or community members in particular marginalized population",false,"Senior Management, leaders, staffs and target population can articulate the value of dedicating money and paid staff to inclusion work",null,0,0,0,0,0]
[null,false,"No staff in the organisation has a formal responsibility for addressing diversity, discrimination or inclusion issues",false,"Informal networks or committees of diverse staffs/staffs from minority/under-represented groups exist in the organisation but have no real power or influence",false,"Organisation has earmarked budget to create an inclusion committee made up of staffs and senior leaders. Staffs can openly talk in this committee and have influence over decision-made",false,"Budget priorities are focused on shifting policies and procedures, laying the ground work for an inclusive organisation",false,"Resources are proactively allocated based on foreseeing potential needs, issues and opportunities for improving inclusion within the organisation, its interventions and services provided by the organisation",null,0,0,0,0,0]
[null,false,"Staff who want to work on improving inclusion-related issues in the work place or community are expected to do it on their own time, or are discouraged for using staff time",false,"There has been discussions to  apply for grants or partnering with other organisations to work on inclusion",false,"Funding have been secured for improving inclusion for multi-year, multi-term initiatives",false,"The organisation's supported inclusion committee accurately represents the interest and concerns of a broad diversity of staff and/or target population of the organisation",false,"A culture of collaboration (with all levels of government, local organisation and communities) ensure ongoing resource availability and efficiency for improving inclusion within the organisation, its interventions and services provided by the organisation",null,0,0,0,0,0]
[null,false,"If staff association exists it does not have any connection to inclusion or does not work on improving inclusion within organisation",false,"External funds have been secured for short-term or one-time projects or initiatives on inclusion",null,null,false,"Staff associations are fully engaged in improving inclusion withing organisation and its interventions/services",null,null,null,0,0,0,0,0]
[null,{"$f":"M10","v":0},null,{"$f":"N10","v":0},null,{"$f":"O10","v":0},null,{"$f":"P10","v":0},null,{"$f":"Q10","v":0},null,null,{"$f":"SUM(M4:M9)","v":0},{"$f":"SUM(N4:N9)","v":0},0,0,0]
[]
[null,null,"Comments:"]

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[]
[null,"Focus Area: Planning, Implementation & Measurement"]
[null,"A shared vision of an inclusive, equitable community provides a framework for planning, policy, and action of the organisation. Monitoring and evaluation are used to provide feedback into implementation for improving inclusion."]
[null,false,"There is no link between inclusion and the basic mandate (vision and mission) of the organisation",false,"Although the organisation recognizes inclusion as important issue, it does not see its benefit for contributing to its mandate/goals to address inclusion concretely",false,"The visions of an inclusive community, organisation and/or intervention have been articulated to some level within organisation and its staff",false,"Strategy discussions consciously consider how different marginalized community members and organisation staffs maybe affected by any decision, programme, or policy",false,"The organisation sees its accomplishment on diversity and inclusion goals as significant contribution to its overall success",null,{"$f":"IF(B4,1,0)","v":0},{"$f":"IF(D4,1,0)","v":0},{"$f":"IF(F4,1,0)","v":0},{"$f":"IF(H4,1,0)","v":0},{"$f":"IF(J4,1,0)","v":0}]
[null,false,"There is no awareness of the link between inclusion and basic mandate of the organisation internally and externally",false,"Inclusion/diversity elements appear in the planning documents",false,"The organisation is regularly examining its policies, practices, requirements, and culture and creating strategies to reduce barriers to inclusion",false,"Majority of the staffs would notice if inclusion is not taken into consideration during planning and or implementation of interventions and within organisation",false,"Inclusion is a key element of all organisation's interventions. All interventions incorporate the needs and values of the entire community and they \"Leave No One Behind\"",null,{"$f":"IF(B5,1,0)","v":0},{"$f":"IF(D5,1,0)","v":0},{"$f":"IF(F5,1,0)","v":0},{"$f":"IF(H5,1,0)","v":0},{"$f":"IF(J5,1,0)","v":0}]
[null,false,"Inclusion elements do not appear in planning documents such as resource plans, sustainability plans, strategic plans or business plans of the organisation",false,"There are no mechanisms to keep track of access to services provided by organisation (and or its partners) by worst-off/often excluded groups, or to evaluate the appropriateness of existing services/interventions",false,"The organisation has a written plan for improving inclusion within the organisation and its interventions including objectives, strategies, and a timeline",false,"Staff members responsible for inclusion collaborate regularly with other departments and staffs to improve inclusion",false,"Having achieved a level of competency, there is a climate and practice of continuous improvement of inclusion within the organisation",null,0,0,0,0,0]
[null,false,"No indicator related to diversity is collected from the target population, staffs or organisation interventions",false,"Result measurement methods, if available, include counting heads (of staffs or service users) or doing numerically \"better\" than other organisations",false,"Promising practices from other organisations are used to  improve inclusion within the organisation, its interventions and services provided by the organisation",false,"All of organisation's departments and divisions have annual goals related to diversity and inclusion that are reviewed and revised regularly",false,"All components of improving inclusion are regularly reviewed and revised within the organisation and its interventions",null,0,0,0,0,0]
[null,false,"There is no evaluation system set up to assess the inclusiveness of the organisation's programmes, interventions and services ",false,"Occasional qualitative feedback/data regarding inclusion is gathered but there is little follow up",false,"The organisation is developing qualitative and quantities inclusion goals/indicators based on input from a variety of internal and external stakeholders",false,"Indicators on service-use, HR, incidents, community demographics and perceptions are regularly used to help develop a culture of inclusion",false,"The organisation's system of monitoring and evaluation is held as model for incorporating inclusion by other organisations",null,0,0,0,0,0]
[null,null,null,false,null,false,"Adequately resourced monitoring procedures are in place to measure progress in improving inclusion within the organisation, its interventions and services provided by the organisation",false,"Successes around inclusion work are regularly shared internally and externally by the organisation",false,null,null,0,0,0,0,0]
[null,{"$f":"M10","v":0},null,{"$f":"N10","v":0},null,{"$f":"O10","v":0},null,{"$f":"P10","v":0},null,{"$f":"Q10","v":0},null,null,{"$f":"SUM(M4:M9)","v":0},{"$f":"SUM(N4:N9)","v":0},0,0,0]
[]
[null,null,"Comments:"]

{"sheet":"HR","index":5,"n_rows":12,"n_cols":17,"rows_kept":12,"cut":false,"hidden":false,"merged":[[12,2,12,10],[2,1,2,10],[9,1,9,2],[9,3,9,4],[9,5,9,6],[9,7,9,8],[9,9,9,10]]}
[]
[null,"Focus Area: Human Resource (HR) Policies & Practices"]
[null,"Policies and practices that promote equitable recruitment and retention ensure that the organisation workforce is diverse at all levels/departments and that this diversity is respected and supported."]
[null,false,"Staffs from marginalized/ often excluded groups are mostly concentrated in particular departments, especially those that are low paid and low status i.e. maintenance & transportation",false,"The recruitment process intends to meet employment diversity targets but without a plan to strategically achieve this",false,"Special programmes/strategies are used to boost employee diversity",false,"Organisation has specific strategy/ policy that addresses barriers to recruitment and retention of underrepresented groups, young/old people and women and including mentoring and coaching ",false,"The organisation's HR processes have resulted in equitable recruitment, retention and advancement and a pervasive feeling of inclusion",null,{"$f":"IF(B4,1,0)","v":0},{"$f":"IF(D4,1,0)","v":0},{"$f":"IF(F4,1,0)","v":0},{"$f":"IF(H4,1,0)","v":0},{"$f":"IF(J4,1,0)","v":0}]
[null,false,"Some jobs are thought to be a \"better fit\" for certain groups such as men, younger workers, or well-connected people",false,"Applicants from marginalized groups are more likely to end up in temporary/ part-time positions",false,"Job descriptions, classifications and recruitment process are reviewed to avoid bias/prejudice",false,"Hiring panels are representative of diverse groups which the organisation wants to attract and advance",false,"The organisation's reputation for diversity and inclusion efforts makes it an employer of choice",null,{"$f":"IF(B5,1,0)","v":0},{"$f":"IF(D5,1,0)","v":0},{"$f":"IF(F5,1,0)","v":0},{"$f":"IF(H5,1,0)","v":0},{"$f":"IF(J5,1,0)","v":0}]
[null,false,"Staff diversity is left to chance, as there is no special effort to recruit, hire, promote or retain staff from marginalized or under represented groups in the organisation",false,"Job postings often mention that organisation is an equal opportunity employer, but in reality that may not be the case",false,"Those involved in recruitment processes are educated in understanding cultural differences and the impact their biases may have on hiring decisions",false,"Skills and knowledge on working with diversity are prioritized in hiring, performance appraisal and promotion of staffs",false,"There is a broad diversity of staffs at all levels of position and pay",null,0,0,0,0,0]
[null,false,"HR conversations discuss \"diversity\" vs. \"excellence\" as if they are mutually exclusive",false,"There is some flexibility in allowing employees to personalize their workplaces and outfit",false,"Language and physical access needs are accommodated when there is a high demand for a particular candidate",false,"Strategies are in place to utilize the skills, knowledge, talent of diverse staff members, beyond their abilities to work on their own function and or with their own communities",false,"Staff advance systematically and staff development activities reach all segments of employees",null,0,0,0,0,0]
[null,false,"There is no effort with the organisation to comply the HR policies and employee benefits with legal & human rights regulation",false,"If training/development opportunities for employees are made available, they are applied inconsistently and maybe provided as favouritism",false,"Attempts are made to accommodate religious practices and to schedule around religious and cultural holidays even if they are not holidays of majority of the staffs/ country",false,"Accessibility and accommodation for employees with disabilities and special needs (i.e. mothers of young children, visual/listening disparities, diabetic or asthma patients, religious practices, etc.) is implemented and fully supported",false,"Benefits and services are adapted to changing conditions and innovative ideas, based on the needs of the staffs",null,0,0,0,0,0]
[null,false,"Access to staff training and development is not the same for everyone, and often only a certain group of staffs benefit from them",false,"Even though there is human rights compliance in HR, there is no widespread buy-ins to its importance",false,"The organisation offers a variety of training and development support and encourage employees to take advantage of them",false,null,false,null,null,0,0,0,0,0]
[null,{"$f":"M10","v":0},null,{"$f":"N10","v":0},null,{"$f":"O10","v":0},null,{"$f":"P10","v":0},null,{"$f":"Q10","v":0},null,null,{"$f":"SUM(M4:M9)","v":0},{"$f":"SUM(N4:N9)","v":0},0,0,0]
[]
[null,null,"Comments:"]

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[]
[null,"Focus Area: Employee Engagement & Education"]
[null,"Organisation staffs receive training and support to enable them to respond to the needs of a diverse target population and to foster an inclusive workplace. Staffs perspectives feed planning and decision-making processes"]
[null,false,"No training is available for staffs on diversity and inclusion, either internally or externally",false,"Some cultural sensitivity or inclusion training is available for staffs, but it is not mandatory and not built into a long-term educational strategy",false,"Inclusion and equity training is available regularly, is mandatory and incorporates an understanding of structural inequality",false,"Management is required to regularly attend training on inclusion as part of their performance and advancement process",false,"staffs see their responsibility to serve all members of the target population with dignity and skill, and can relate to the overall mandate of the organisation",null,{"$f":"IF(B4,1,0)","v":0},{"$f":"IF(D4,1,0)","v":0},{"$f":"IF(F4,1,0)","v":0},{"$f":"IF(H4,1,0)","v":0},{"$f":"IF(J4,1,0)","v":0}]
[null,false,"Staffs generally do not understand the value of advancing inclusion within the organisation, even if they see its value in broader community and or interventions",false,"Employment equity, compliance, disability accommodation, age discrimination or other inclusion-related policies have been communicated to prevent damaging legal action and publicity",false,"Training programmes encourage employees to investigate their own biases, stereotypes and privilege",false,"A variety of learning methods are used to deliver training and education on inclusion",false,"There is a comprehensive multi-year strategy for inclusion education for all staffs and leadership",null,{"$f":"IF(B5,1,0)","v":0},{"$f":"IF(D5,1,0)","v":0},{"$f":"IF(F5,1,0)","v":0},{"$f":"IF(H5,1,0)","v":0},{"$f":"IF(J5,1,0)","v":0}]
[null,false,"staffs are unskilled or uncomfortable working with members of the community with disabilities, of different races/ ethnicity, LGBT, low literacy, an accent or low knowledge of local language or English (or other prominent language)",false,"Employee education around human rights or respectful workplace is built around the basic notion that everyone is equal",false,"Training/staff development programmes related to inclusion include education about a wide range of dimensions of diversity and inclusion, not just 'gender' or minorities",false,"Staffs are consulted on a regular basis about their training needs around inclusion",false,"Staffs are able to detect and challenge bias in their own and others 'written and oral communication",null,0,{"$f":"IF(D6,1,0)","v":0},{"$f":"IF(F6,1,0)","v":0},{"$f":"IF(H6,1,0)","v":0},{"$f":"IF(J6,1,0)","v":0}]
[null,false,"staffs do not talk about the \"different\" or \"unusual\" aspects of their lives at work i.e. there are no \"out (known)\" LGBT staff, staffs do not talk about their invisible disabilities or non-traditional family structure",false,"Many staffs are resistant to inclusion training, as they then they will not have time to do their 'real' work",false,"There still may be some staffs resistance to attending inclusion training",false,"Significant different, non-registered partners and same-sex partners are included in organisational events which were only previously open to married spouses of the opposite gender",false,"Challenging and sometimes controversial issues related to inclusion such as racism, sexism, ageism, and homophobia, particularly between staffs, are handled firmly with sensitivity, conviction and compassion",null,0,{"$f":"IF(D7,1,0)","v":0},{"$f":"IF(F7,1,0)","v":0},{"$f":"IF(H7,1,0)","v":0},{"$f":"IF(J7,1,0)","v":0}]
[null,false,"Talking about discrimination and politics at work is seen as controversial so is avoided",false,"staffs sometimes receive notices about  inclusion-related initiatives",false,"staffs discuss diversity and exclusion fairly openly at work, even though some are still uncomfortable with such topics",null,null,false,"staffs are supported when they talk about discrimination, bias, and equity at work, and action is taken (if appropriate) to address these personal or systemic issues",null,0,{"$f":"IF(D8,1,0)","v":0},{"$f":"IF(F8,1,0)","v":0},{"$f":"IF(H8,1,0)","v":0},{"$f":"IF(J8,1,0)","v":0}]
[null,{"$f":"M9","v":0},null,{"$f":"N9","v":0},null,{"$f":"O9","v":0},null,{"$f":"P9","v":0},null,{"$f":"Q9","v":0},null,null,{"$f":"SUM(M4:M8)","v":0},{"$f":"SUM(N4:N8)","v":0},0,0,0]
[]
[null,null,"Comments:"]

{"sheet":"Services","index":7,"n_rows":12,"n_cols":17,"rows_kept":12,"cut":false,"hidden":false,"merged":[[12,2,12,10],[2,1,2,10],[9,1,9,2],[9,3,9,4],[9,5,9,6],[9,7,9,8],[9,9,9,10]]}
[]
[null,"Focus Area: Organisation's  Interventions and Services"]
[null,"The organisation provides high quality services and implements interventions that address the needs of diverse target populations and individuals."]
[null,false,"Registration/reporting/assessment forms/ processes and/or discussions with communities assume opposite-sex partnerships and nuclear family structure",false,"The organisation acknowledges its inability to work with people of diverse backgrounds/ often excluded groups and refers them to other service providers or organisations",false,"Audio-visual  information on interventions are sometimes available in different languages spoken by the target populations. Translators will be sometimes available if the staffs and target population (or some part of it) do not speak the same language",false,"Staffs are intentionally hired for their knowledge of the local languages and cultural skills as well as their divers life experiences (i.e. living with a person with disability, being from a minority group) in order to reflect the diversity of the target population",false,"Organisation and its staffs take responsibility for advancing inclusion and advocate for inclusive service provision to marginalized populations",null,{"$f":"IF(B4,1,0)","v":0},{"$f":"IF(D4,1,0)","v":0},{"$f":"IF(F4,1,0)","v":0},{"$f":"IF(H4,1,0)","v":0},{"$f":"IF(J4,1,0)","v":0}]
[null,false,"Services provided by the organisations and their (office) locations are not accessible to people using wheelchair, walkers, canes, pregnant women, or children",false,"Although staffs try to be welcoming, marginalized populations often do not use services provided by the organisation nor participate in organisation's activities/events",false,"Some attempt is made to schedule the activities and programme times to be suitable for people who work hours outside usual working hours",false,"In organisation's different interventions/ service provisions/ programme implementation there is always someone who can provide translation to/from local language(s)",false,"Programme activities, services and all relevant  key documents, printed and audio-visual materials  are prepared/provided in a number of languages spoken in the community, as well as, signed language, Braille and in large print, as a  standard practice",null,{"$f":"IF(B5,1,0)","v":0},0,0,0,{"$f":"IF(J5,1,0)","v":0}]
[null,false,"Interventions address one issue at a time, and staff are unskilled or impatient to work with complex or multi-barriered users/target population",false,"Interventions are still designed for 'general (economically stable)' users but staffs are aware that they do not serve everyone and try to make case-by-case adjustments",false,"All areas within service locations and organisation's office(s) are accessible for people using wheelchair, walkers, canes, (pregnant) women or children ",false,"Organisation and its staffs are willing and able to adapt services/activities to respond to issues and needs of target population i.e. childcare, working hours, faith practices, etc.",false,"All citizens feel comfortable, safe and secure to use the services/facilities provided by the organisation and visit organisation's office(s)",null,0,0,0,0,{"$f":"IF(J6,1,0)","v":0}]
[null,false,"Organisation collects no data on the demographic of their target population and nor on its diversity",false,"Staffs may occasionally work late or in weekend to accommodate users/members' of target population's schedule but this is not encouraged, appreciated nor compensated by the organisation",false,"Services and print materials are available in local language(s), large print, Braille etc., but their use may still be low because clients/users/targeted population are not aware of them",false,"All relevant printed and audio-visual materials are in language(s) that is clear and easily understood by all  (including youth, seniors, people with development disabilities, people with low (or no) literacy)",false,"Programmes, interventions and services provided by the organisations reflect the identity, practical and strategic needs, values, practices and history of everyone in the target population",null,0,0,0,0,{"$f":"IF(J7,1,0)","v":0}]
[null,false,"Programmes & services are designed for and by heterosexual, economically stable, from religious & ethnicity  of the majority group, national language speaking, able-bodied, male adult citizens",false,"Locations of services provided by the organisation are to some degree accessible for all, but key spaces like toilets are not fully accessible by wheelchair or walker nor the segragated ones, if available, are recognisable by visually impaired people",false,"Organisation regularly collect data on the demographics of users to evaluate/improve services",false,"A wide range of age/sex (male/female)/different economic status groups as well as other underrepresented/ marginalized citizens actively participate in design and implementation of programme activies, provide/use services and influence decision making processes in the community and organisation as systematic barriers to their participation has been addressed",null,null,null,0,0,0,0]
[null,false,"There is no diversity and inclusion in organisation's interventions, perhaps because organisation staff are unaware of the diverse practical and strategic needs of target population",false,"The representative of marginalized groups are invited to participate in the meetings and or organisation's activities",false,"Staff are skilled and professional when working with marginalized users/clients, even if they are personally uncomfortable",null,null,null,null,null,{"$f":"IF(B9,1,0)","v":0},0,0,0]
[null,{"$f":"M10","v":0},null,{"$f":"N10","v":0},null,{"$f":"O10","v":0},null,{"$f":"P10","v":0},null,{"$f":"Q10","v":0},null,null,{"$f":"SUM(M4:M9)","v":0},{"$f":"SUM(N4:N9)","v":0},0,0,0]
[]
[null,null,"Comments:"]

{"sheet":"Citizens","index":8,"n_rows":12,"n_cols":17,"rows_kept":12,"cut":false,"hidden":false,"merged":[[12,2,12,10],[2,1,2,10],[9,1,9,2],[9,3,9,4],[9,5,9,6],[9,7,9,8],[9,9,9,10]]}
[]
[null,"Focal Area: Citizen & Community Engagement"]
[null,"Inclusive organisation engages citizens in decision-making processes and promote participation of everyone from the community in its programmes/interventions. Organisation participates, invests in and  supports interventions that promote equity and inclusion."]
[null,false,"Citizens/target population are not involved by the organisation in the decisions making processes for interventions relevant to them  and are informed (if ever) after the decisions have been made",false,"Some effort is made to include marginalized voices in consultation. Often those engaged are in traditional leadership roles",false,"Organisation finds it necessary to engage diversified representation of the community to collect input for their activities/ interventions",null,"Consultation processes effectively identify and include perspectives of citizens who have been excluded in the past",null,"People participating in consultation and decision making processes fully reflect the demographics of the community and/or the target population",null,{"$f":"IF(B4,1,0)","v":0},{"$f":"IF(D4,1,0)","v":0},{"$f":"IF(F4,1,0)","v":0},{"$f":"IF(H4,1,0)","v":0},{"$f":"IF(J4,1,0)","v":0}]
[null,false,"The same small group of people usually attends the community meetings, participates in surveys, or present their needs for different organisation's intervention or interventions by others",false,"Additional resources are not available to go beyond traditional consultation methods (i.e. court yard sessions)",false,"Policy has been put in place to support systematic procedures to engage marginalized citizens in all the stages of organisation's interventions",false,"There is commitment to the goal of broad consultation, although staffs may be frustrated by the amount of time taken by the process",false,"Citizens regularly bring up challenging issues regarding inclusion and leaders are willing to engage in dialogue and shift community/ organisation/ service provisions 'practices in response",null,{"$f":"IF(B5,1,0)","v":0},{"$f":"IF(D5,1,0)","v":0},{"$f":"IF(F5,1,0)","v":0},{"$f":"IF(H5,1,0)","v":0},{"$f":"IF(J5,1,0)","v":0}]
[null,false,"Participation in decision making processes at different stages of the organisation's interventions, if done, is by involving government officials, heads of community and well-off male citizens ",false,"Organisation prefers not to get involved in inter-group relations/discussions in the community",false,"The organisation intentionally builds relationships with places frequently visited by marginalized population i.e. youth drop-in centres, local market, etc.",false,"Consultation processes use multiple methods (key informative interviews, focus group discussions, one-to-one interviews)  on a regular basis to get the input of all the citizens",false,"Diverse community groups regularly participate in consultations/ community structure, provide their input and their input is reflected in policy and decision making",null,0,0,0,0,0]
[null,false,"Consultation meetings are conducted with participation of all citizens in one group, with little room for unstructured and private conversations",false,"Although it is seen as valuable, the organisation leaves inclusion work to other organisations that work with marginalized populations",false,"Diverse community members are regularly invited to be a part of the organisation planning processes",false,"It is noticed by staffs and they find it unusual when communications and marketing messages of the organisation assume a homogenous audience",false,"The organisation successfully designs communications to reflect the needs and perspectives of its diverse target populations",null,0,0,0,0,0]
[null,false,"When citizens raise issues around exclusion, staffs don't know what to do, get defensive or don't take them seriously",false,"Organisation support of community inclusion initiatives is based on the capacity/ interest of individual staffs working in that community and/or programme",false,"Community members doing work around inclusion are championed and supported by the organisation",false,"Citizens can identify that the organisation values inclusion and can identify initiatives being used to achieve that",false,"The organisation is seen and respected by the majority of community members as a champion of inclusion work",null,0,0,0,0,0]
[null,false,"The organisation does not see the value of strengthening the capacity of  its staff members or the community around inclusion",false,null,false,null,false,"The organisation proactively identifies needs, issues and opportunities for inclusive community empowerment and takes steps to facilitate and support them",false,"The organisation is a leader advocating for inclusion and diversity with different government institutes, service providers and funding agencies",null,0,0,0,0,0]
[null,{"$f":"M10","v":0},null,{"$f":"N10","v":0},null,{"$f":"O10","v":0},null,{"$f":"P10","v":0},null,{"$f":"Q10","v":0},null,null,{"$f":"SUM(M4:M9)","v":0},{"$f":"SUM(N4:N9)","v":0},0,0,0]
[]
[null,null,"Comments:"]

{"sheet":"Incidents","index":9,"n_rows":11,"n_cols":17,"rows_kept":11,"cut":false,"hidden":false,"merged":[[11,2,11,10],[2,1,2,10],[8,1,8,2],[8,3,8,4],[8,5,8,6],[8,7,8,8],[8,9,8,10]]}
[]
[null,"Focus area: Responses to incidents of Discrimination, harassment and violence against excluded people"]
[null,"There are formal redress mechanisms to deal with incidents of individual and systematic discrimination, harassment and violence against excluded people and support is provided to those impacted. Staffs, leaders and community members respond to incidents with compassion, support and understanding of structural inequality."]
[null,false,"Exclusion and related incidents are entirely off the organisation radar",false,"Discrimination, harassment and violence against excluded people is just beginning to be on the radar of organisation with some increased discussions",false,"Leaders want to learn more about the incidents as they realize it is not about isolated incidents and they feel the responsibility to move the organisation and or community forward",false,"Any discrimination, harassment and violence against excluded people/groups is seen as a broad issue, not an issue that only impacts the survivors or the perpetrators",false,"All staffs know how an incident would be handled if/when it happens",null,{"$f":"IF(B4,1,0)","v":0},{"$f":"IF(D4,1,0)","v":0},{"$f":"IF(F4,1,0)","v":0},{"$f":"IF(H4,1,0)","v":0},{"$f":"IF(J4,1,0)","v":0}]
[null,false,"Discussion of the incidents is either non-existent or disappears quickly. People do not have the knowledge or willingness to consider its broader impact on the survivor, perpetrator or the community",false,"Incidents are dealt with based on the status in the organisation (i.e. respected, management, etc.) of the people involved",false,"Organisation has a protocol in place to respond to incidents that happen internally or in the broader community",false,"Most staffs and community members can articulate how a particular incident is linked to structural inequality",false,"A diverse group of leaders and staffs steps forward immediately when an incident occurs. A task force maybe convened to assess the situation",null,{"$f":"IF(B5,1,0)","v":0},{"$f":"IF(D5,1,0)","v":0},{"$f":"IF(F5,1,0)","v":0},{"$f":"IF(H5,1,0)","v":0},{"$f":"IF(J5,1,0)","v":0}]
[null,false,"When incidents happen most people focus on what the survivor did to provoke the incident",false,"Organisation attempts to respond to incidents, when reported, but there is no process in place or if there is one, it is not being followed skilfully with resources or commitment",false,"Information about how other organisations and or communities have dealt with similar situations is used to help generate solutions. Help from external or internal experts is sought",false,"There are regular proactive discussions within organisation and or community, involving input from a number of different marginalized groups, on how to respond to incidents",false,"When incidents occur based on a particular identity, staffs who are from other marginalized identities, stand in solidarity and contribute their expertise to  response",null,0,0,0,0,0]
[null,false," In the organisation there is no process, or if there is one it is not implemented, for reporting or dealing with incidents of discrimination, harassment and violence against excluded people",null,null,false,null,false,"A proactive response plan is put in place that involves a number of staffs and or community members ",false,"Organisation responds quickly to incidents when they happen, and addresses not only the issues at hand but also the deeper systemic causes",null,0,0,0,0,0]
[null,null,null,false,null,null,null,null,null,false,"Support is always available for both survivors and perpetrators, and a number of restorative justice and culturally grounded redress mechanism are regularly used",null,0,0,0,0,0]
[null,{"$f":"M9","v":0},null,{"$f":"N9","v":0},null,{"$f":"O9","v":0},null,{"$f":"P9","v":0},null,{"$f":"Q9","v":0},null,null,{"$f":"SUM(M4:M8)","v":0},{"$f":"SUM(N4:N8)","v":0},{"$f":"SUM(O4:O8)","v":0},{"$f":"SUM(P4:P8)","v":0},{"$f":"SUM(Q4:Q8)","v":0}]
[]
[null,null,"Comments:"]

{"sheet":"Summary","index":10,"n_rows":20,"n_cols":35,"rows_kept":20,"cut":false,"hidden":false,"merged":[[19,1,19,14],[2,1,2,14],[18,1,18,34],[20,1,20,34]]}
[]
[null,"Assessment Summary"]
[null,"Thank you for filling in this assessment tool. The below results show your view on how \"Inclusive\" your organisation is. Your organisation has decided to improve its \"Inclusiveness\" so your input is surely appreciated. You need to share this results with the Inclusion Focal Point or facilitator of your organisation so that your input can be taken into account for improving the \"Inclusiveness\" of your organisation. Your organisation inclusion focal point or facilitator will inform you about the following steps and plans of the organisation to improve its \"Inclusiveness\"."]
[null,"The results"]
[]
[null,null,null,null,null,null,"Invisible","Awareness","Intentional Inclusion","Strategic Inclusion","Culture of Inclusion",null,null,null,null,null,null,null,null,null,null,"Focus Area",null,null,null,null,null,null,null,null,null,null,null,"Score*","Level of Inclusion**"]
[null,null,null,null,null,"Leadership and Accountability",{"$f":"Leadership!M11/6","v":0},{"$f":"Leadership!N11/5","v":0},{"$f":"Leadership!O11/5","v":0},{"$f":"Leadership!P11/6","v":0},{"$f":"Leadership!Q11/5","v":0},null,null,null,null,null,null,null,null,null,null,"Leadership and Accountability",{"$f":"G7*1/SUM($G7:$K7)","v":{"$error":"#DIV/0!"}},{"$f":"H7*1/SUM($G7:$K7)","v":{"$error":"#DIV/0!"}},{"$f":"I7*1/SUM($G7:$K7)","v":{"$error":"#DIV/0!"}},{"$f":"J7*1/SUM($G7:$K7)","v":{"$error":"#DIV/0!"}},{"$f":"K7*1/SUM($G7:$K7)","v":{"$error":"#DIV/0!"}},{"$f":"W7","v":{"$error":"#DIV/0!"}},{"$f":"W7+X7","v":{"$error":"#DIV/0!"}},{"$f":"AC7+Y7","v":{"$error":"#DIV/0!"}},{"$f":"AD7+Z7","v":{"$error":"#DIV/0!"}},{"$f":"AE7+AA7","v":{"$error":"#DIV/0!"}},null,{"$f":"IF(AB7>0.6,0,IF(AC7>0.6,1,IF(AD7>0.6,2,IF(AE7>0.6,3,4))))","v":{"$error":"#DIV/0!"}},{"$f":"IF(AH7=0,\"Invisible\",IF(AH7=1, \"Awareness\", IF(AH7=2, \"Intentional Inclusion\", IF(AH7=3, \"Strategic Inclusion\", \"Culture of Inclusion\"))))","v":{"$error":"#DIV/0!"}}]
[null,null,null,null,null,"Commitment of Resources",{"$f":"Resources!M10/6","v":0},{"$f":"Resources!N10/5","v":0},{"$f":"Resources!O10/4","v":0},{"$f":"Resources!P10/6","v":0},{"$f":"Resources!Q10/5","v":0},null,null,null,null,null,null,null,null,null,null,"Commitment of Resources",{"$error":"#DIV/0!"},{"$error":"#DIV/0!"},{"$error":"#DIV/0!"},{"$error":"#DIV/0!"},{"$error":"#DIV/0!"},{"$f":"W8","v":{"$error":"#DIV/0!"}},{"$f":"W8+X8","v":{"$error":"#DIV/0!"}},{"$f":"AC8+Y8","v":{"$error":"#DIV/0!"}},{"$error":"#DIV/0!"},{"$error":"#DIV/0!"},null,{"$error":"#DIV/0!"},{"$f":"IF(AH8=0,\"Invisible\",IF(AH8=1, \"Awareness\", IF(AH8=2, \"Intentional Inclusion\", IF(AH8=3, \"Strategic Inclusion\", \"Culture of Inclusion\"))))","v":{"$error":"#DIV/0!"}}]
[null,null,null,null,null,"    Planning, Implementation and Measurement",{"$f":"Planning!M10/5","v":0},{"$f":"Planning!N10/5","v":0},{"$f":"Planning!O10/6","v":0},{"$f":"Planning!P10/6","v":0},{"$f":"Planning!Q10/5","v":0},null,null,null,null,null,null,null,null,null,null,"    Planning, Implementation and Measurement",{"$error":"#DIV/0!"},{"$error":"#DIV/0!"},{"$error":"#DIV/0!"},{"$error":"#DIV/0!"},{"$error":"#DIV/0!"},{"$error":"#DIV/0!"},{"$error":"#DIV/0!"},{"$f":"AC9+Y9","v":{"$error":"#DIV/0!"}},{"$error":"#DIV/0!"},{"$error":"#DIV/0!"},null,{"$error":"#DIV/0!"},{"$error":"#DIV/0!"}]
[null,null,null,null,null,"Human Resource Policies and Practices",{"$f":"HR!M10/6","v":0},{"$f":"HR!N10/6","v":0},{"$f":"HR!O10/6","v":0},{"$f":"HR!P10/5","v":0},{"$f":"HR!Q10/5","v":0},null,null,null,null,null,null,null,null,null,null,"Human Resource Policies and Practices",{"$error":"#DIV/0!"},{"$error":"#DIV/0!"},{"$error":"#DIV/0!"},{"$error":"#DIV/0!"},{"$error":"#DIV/0!"},{"$error":"#DIV/0!"},{"$error":"#DIV/0!"},{"$f":"AC10+Y10","v":{"$error":"#DIV/0!"}},{"$error":"#DIV/0!"},{"$error":"#DIV/0!"},null,{"$error":"#DIV/0!"},{"$error":"#DIV/0!"}]
[null,null,null,null,null,"Employee Engagement and Education",{"$f":"Employees!M9/5","v":0},{"$f":"Employees!N9/5","v":0},{"$f":"Employees!O9/5","v":0},{"$f":"Employees!P9/5","v":0},{"$f":"Employees!Q9/5","v":0},null,null,null,null,null,null,null,null,null,null,"Employee Engagement and Education",{"$error":"#DIV/0!"},{"$error":"#DIV/0!"},{"$error":"#DIV/0!"},{"$error":"#DIV/0!"},{"$error":"#DIV/0!"},{"$error":"#DIV/0!"},{"$error":"#DIV/0!"},{"$f":"AC11+Y11","v":{"$error":"#DIV/0!"}},{"$error":"#DIV/0!"},{"$error":"#DIV/0!"},null,{"$error":"#DIV/0!"},{"$error":"#DIV/0!"}]
[null,null,null,null,null,"Services",{"$f":"Services!M10/6","v":0},{"$f":"Services!N10/6","v":0},{"$f":"Services!O10/6","v":0},{"$f":"Services!P10/5","v":0},{"$f":"Services!Q10/4","v":0},null,null,null,null,null,null,null,null,null,null,"Services",{"$error":"#DIV/0!"},{"$error":"#DIV/0!"},{"$error":"#DIV/0!"},{"$error":"#DIV/0!"},{"$error":"#DIV/0!"},{"$error":"#DIV/0!"},{"$error":"#DIV/0!"},{"$f":"AC12+Y12","v":{"$error":"#DIV/0!"}},{"$error":"#DIV/0!"},{"$error":"#DIV/0!"},null,{"$error":"#DIV/0!"},{"$error":"#DIV/0!"}]
[null,null,null,null,null,"Citizens and Community Engagement",{"$f":"Citizens!M10/6","v":0},{"$f":"Citizens!N10/4","v":0},{"$f":"Citizens!O10/4","v":0},{"$f":"Citizens!P10/5","v":0},{"$f":"Citizens!Q10/5","v":0},null,null,null,null,null,null,null,null,null,null,"Citizens and Community Engagement",{"$error":"#DIV/0!"},{"$error":"#DIV/0!"},{"$error":"#DIV/0!"},{"$error":"#DIV/0!"},{"$error":"#DIV/0!"},{"$error":"#DIV/0!"},{"$error":"#DIV/0!"},{"$f":"AC13+Y13","v":{"$error":"#DIV/0!"}},{"$error":"#DIV/0!"},{"$error":"#DIV/0!"},null,{"$error":"#DIV/0!"},{"$error":"#DIV/0!"}]
[null,null,null,null,null,"Response to Incidents",{"$f":"Incidents!M9/4","v":0},{"$f":"Incidents!N9/3","v":0},{"$f":"Incidents!O9/3","v":0},{"$f":"Incidents!P9/4","v":0},{"$f":"Incidents!Q9/5","v":0},null,null,null,null,null,null,null,null,null,null,"Response to Incidents",{"$error":"#DIV/0!"},{"$error":"#DIV/0!"},{"$error":"#DIV/0!"},{"$error":"#DIV/0!"},{"$error":"#DIV/0!"},{"$error":"#DIV/0!"},{"$error":"#DIV/0!"},{"$f":"AC14+Y14","v":{"$error":"#DIV/0!"}},{"$error":"#DIV/0!"},{"$error":"#DIV/0!"},null,{"$error":"#DIV/0!"},{"$error":"#DIV/0!"}]
[null,null,null,null,null,"overall organisation score",{"$f":"SUM(G7:G14)/8","v":0},{"$f":"SUM(H7:H14)/8","v":0},{"$f":"SUM(I7:I14)/8","v":0},{"$f":"SUM(J7:J14)/8","v":0},{"$f":"SUM(K7:K14)/8","v":0},null,null,null,null,null,null,null,null,null,null,"Overall Organisation Score",{"$error":"#DIV/0!"},{"$error":"#DIV/0!"},{"$error":"#DIV/0!"},{"$error":"#DIV/0!"},{"$error":"#DIV/0!"},{"$error":"#DIV/0!"},{"$error":"#DIV/0!"},{"$f":"AC15+Y15","v":{"$error":"#DIV/0!"}},{"$error":"#DIV/0!"},{"$error":"#DIV/0!"},null,{"$error":"#DIV/0!"},{"$error":"#DIV/0!"}]
[]
[]
[]
[null,"* This  score is calculated based on the weighed and scaled scores of each Focus Area and is corresponding to the Level of Inclusion at 60% of the diagram, used as the bench mark."]
[null,"** For definition of each level of Inclusion please see the tab 'inclusion levels'"]

{"sheet":"Focal Point","index":11,"n_rows":33,"n_cols":7,"rows_kept":33,"cut":false,"hidden":false,"merged":[[32,1,32,6],[8,1,8,6],[28,1,28,6],[29,1,29,6],[30,1,30,6],[31,1,31,6],[3,1,3,6],[4,1,4,6],[22,1,22,6],[21,1,21,5],[11,3,11,5],[12,3,12,5],[13,3,13,5],[14,3,14,5],[15,3,15,5],[16,3,16,5],[17,3,17,5],[18,3,18,5],[5,1,5,6],[6,1,6,6],[7,1,7,6],[19,3,19,5]]}
[]
[null,"Dear Focal Point/Facilitator (for WASH Alliance partners)"]
[]
[null,"1) Please make sure that the Name of the Organisation and your email address are entered in the introduction sheet, before distributing the tool among your colleagues. "]
[null,"2) Please also make sure that you have read the full guidelines on this Inclusion Assessment tool before distributing the tool among your colleagues [link to WASH Alliance website to the full document]"]
[null,"3) Please make sure that your colleagues feel secure, safe and open to fill in this assessment tool whether they are doing it individually or in groups."]
[null,"4) If respondents' knowledge of English is not good enough to understand all the sentences, please consider translating this tool into your local language or make sure that they get a translator whom they trust while filling in the Assessment Tool."]
[null,"5) Please keep in mind that this tool is not there to \"Judge\" your organisation but to provide a \"Bench Mark\", which you can assess your organisation with and track your progress."]
[null,"6) If your colleagues are filling the Inclusion Assessment Tool individually you need to prepare the overall scores and level of the inclusion for your organisation based on average scores of all the respondents, after you got all the results. Here is a simple instruction how you can do this:"]
[null,"Table 1. "]
[null,"Focus Area","Score 1st respondent*","Score 2nd respondent",",,,,,","Score last respondent","Average score"]
[null,"Leadership and Accountability",{"$f":"Summary!AH7","v":{"$error":"#DIV/0!"}},"Copy from \"Assessment Summary\" sheet,  cel (AH8)of the respondent file",null,null,"calculate the average of all the respondents' scores"]
[null,"Commitment of Resources",{"$f":"Summary!AH8","v":{"$error":"#DIV/0!"}},"Copy from \"Assessment Summary\" sheet,  cel (AH9)of the respondent file",null,null,"calculate the average of all the respondents' scores"]
[null,"    Planning, Implementation and Measurement",{"$f":"Summary!AH9","v":{"$error":"#DIV/0!"}},"Copy from \"Assessment Summary\" sheet,  cel (AH10)of the respondent file",null,null,"calculate the average of all the respondents' scores"]
[null,"Human Resource Policies and Practices",{"$f":"Summary!AH10","v":{"$error":"#DIV/0!"}},"Copy from \"Assessment Summary\" sheet,  cel (AH11)of the respondent file",null,null,"calculate the average of all the respondents' scores"]
[null,"Employee Engagement and Education",{"$f":"Summary!AH11","v":{"$error":"#DIV/0!"}},"Copy from \"Assessment Summary\" sheet,  cel (AH12)of the respondent file",null,null,"calculate the average of all the respondents' scores"]
[null,"Services",{"$f":"Summary!AH12","v":{"$error":"#DIV/0!"}},"Copy from \"Assessment Summary\" sheet,  cel (AH13)of the respondent file",null,null,"calculate the average of all the respondents' scores"]
[null,"Citizens and Community Engagement",{"$f":"Summary!AH13","v":{"$error":"#DIV/0!"}},"Copy from \"Assessment Summary\" sheet,  cel (AH14)of the respondent file",null,null,"calculate the average of all the respondents' scores"]
[null,"Response to Incidents",{"$f":"Summary!AH14","v":{"$error":"#DIV/0!"}},"Copy from \"Assessment Summary\" sheet,  cel (AH15)of the respondent file",null,null,"calculate the average of all the respondents' scores"]
[null,"Overall organisation score",{"$f":"Summary!AH15","v":{"$error":"#DIV/0!"}},"Copy from \"Assessment Summary\" sheet,  cel (AH16)of the respondent file",null,null,"calculate the average of all the respondents' scores"]
[]
[null,"*See the score from the \"Score\" column of \"Assessment Summary Sheet\""]
[null,"7) Based on the Average scores, you can define the \"Level of Inclusion\" of your organisation and for each \"Focus Area\" as follows:"]
[null,"Score = 0  => Level of Inclusion : Invisible"]
[null,"Score = 1  => Level of Inclusion : Awareness"]
[null,"Score = 2  => Level of Inclusion : Intentional Inclusion"]
[null,"Score = 3  => Level of Inclusion : Strategic Inclusion"]
[null,"Score = 4  => Level of Inclusion : Culture of Inclusion"]
[null,"8) In consultation with your colleagues you need to define the desired \"Level of Inclusion\" for your organisation for each of the Focus Areas."]
[null,"9) For each of the Focus Areas, take a look at the list of suggested strategies to get to your defined desired \"Level of Inclusion\" [link to the file on website]"]
[null,"10) You can also use the suggested action plan [link to the file on website] to prepare the plan to bring your organisation to the desired \"Level of Inclusion\"."]
[null,"11) Make sure that you inform all your colleagues, in particular those who have been involved in the process, on follow up steps including selected strategies and action plan."]
[null,"12) We wish you all the best in the process of \"Leaving No One Behind\" in your organisation and your interventions. We would be very happy to hear your stories and about your plan. So please share them with us: \nsara.ahrari@simavi.nl"]

{"sheet":"Inclusion levels","index":12,"n_rows":12,"n_cols":3,"rows_kept":12,"cut":false,"hidden":false,"merged":[[2,1,6,1]]}
[]
[null,"Levels of Inclusion"]
[null,null,"Invisible"]
[null,null,"Diversity/inclusion and difference/exclusion are not even on the radar, or there is no recognition of the value that inclusion brings to an organisation, community or programme. Overt or subtle discrimination is present. When a discriminatory incident happens there is no attempt at redress. Individuals who face discrimination must deal with any of its negative impacts on them without any support. There is a very entrenched/simplistic sense of who is seen as ‘normal’ and who is seen as ‘different’."]
[null,null,"Awareness"]
[null,null,"There is some effort being made to welcome marginalized or worst-off people into the mainstream of the community and/or organisation, based on a belief that all people are equal or an understanding of the harmful effects of exclusion. Discrimination is seen as somewhat important to address, but actions taken to address it lack adequate resources, do not happen consistently and are ad hoc. Interventions by organization focus on helping marginalized individuals meet their basic needs even if they are facing discrimination or exclusion elsewhere."]
[null,null,"Intentional Inclusion"]
[null,null,"The organisation has made an official statement about the importance of inclusion and diversity, and a structural understanding of inclusion and inequity is being advanced. Interventions are planned with the goal of incorporating more equitable practices and attitudes into the entire organization or community. Management and staffs of organisation make initial medium to long-term commitments to inclusion work. Ideas about who are excluded from the services and resources in the community are starting to broaden."]
[null,null,"Strategic Inclusion"]
[null,null,"Long-term, broad-reaching strategic measures are taken within organisation and its intervention to decrease barriers to participation for people who have long been marginalized, with the understanding that focusing energy on those with the most barriers improves services for all and would leave no one behind. Strategies to transform processes that maintain systemic discrimination and or exclusion, as well as provisions for measurement and accountability, are in operation. When discrimination/exclusion happens there is a process in place to address it that involves organisation and community support. The organisation is addressing one or a few layers of identity very effectively. The idea of who is ‘normal’ has shifted to be more reflective of a variety of human difference."]
[null,null,"Culture of Inclusion"]
[null,null,"All elements and dimensions of inclusion and exclusion  are identified, analysed, considered and supported. Systemic processes for maintaining inclusion are fully woven into the organization and its interventions. The good of all people and leaving no one behind is a widely held value, and everyone is comfortable with and sees the importance of diversity/inclusion, so discriminatory incidents/exclusion rarely happen. Continuous improvement around inclusion is embedded within the organization. Inclusion is a way of life and all the staffs of organisation and  community members are supported to reach their full potential."]

{"sheet":"Common Terms","index":13,"n_rows":10,"n_cols":2,"rows_kept":10,"cut":false,"hidden":false,"merged":[]}
[]
[null,"Common Terms"]
[]
[null,"Language is important in equity and inclusion. While terms are often changing and open to debate, common language is needed to make change. Here are some of the definitions of common terms used in this guidelines."]
[null,"Assumptions: Something we presuppose or take for granted without questioning. We accept these beliefs to be true and use them to interpret the world around us. "]
[null,"Accessibility: Accessibility involves removing the barriers faced by individuals with a variety of disabilities (which can include, but is not limited to: physical, sensory, cognitive, learning, mental health) and the various barriers (including attitudinal and systemic) that impede an individual’s ability to participate in social, cultural, political, and economic life. Disabilities can be temporary or permanent. As we age our abilities change and therefore an accessible society is one designed to include everybody; both people with disabilities and people who self-identify as non-disabled."]
[null,"Inclusion: Acknowledging and valuing people’s differences so as to enrich social planning, decision-making, and quality of life for everyone. In an inclusive municipality, we each have a sense of belonging, acceptance, and are recognized as valued and contributing members of society. Real inclusion takes place when those already included in the “mainstream” learn from those who are excluded and initiate change. "]
[null,"Privilege: The experience of freedoms, rights, benefits, advantages, access and/or opportunities afforded to members of a dominant group in a society or in a given context."]
[null,"Stereotypes: Assumptions that generalize how all people in a particular group are the same, without considering individual differences. Stereotypes are often based on misconceptions or incomplete information. "]
[null,"Systematic barriers: Obstacles that exclude groups or communities of people from full participation in, and the benefits of, social, economic, and political life. They may be hidden or unintentional, but are built into the way society works. Existing policies, practices and procedures, as well as assumptions and stereotypes, reinforce them. "]