Confirm you can move from individual practice to an annual audit that survives turnover, refuses vibes, and ends in three real commitments.
You have completed Module 7: Building a workplace that celebrates difference. Answer these four questions to confirm your understanding.
Why does this module insist on an annual audit instead of one-time training?
Correct. Audits survive turnover and refuse vibes — the two most common failure modes of one-off DEI work.The point of the audit is durability and accountability: it survives turnover, refuses vibes, distributes work, and uses year-over-year delta as the unit of progress. Training alone does none of that.
Which is the right framing for the JD line 'excellent communication skills'?
Correct. Rewrite for observable behavior. 'Excellent communication' is often code for 'reads neurotypically'.'Excellent communication skills' is often code. Rewrite the requirement as the observable behavior you actually need — writing clarity, response time, audience-fit.
What does the audit do when a dimension has no owner and no date?
Correct. No owner, no date, automatic red. The audit refuses DEI theater.The audit rule is blunt on purpose: aspiration without accountability is the most common form of DEI theater. No owner or no date = red.
What is the action-plan rule for the audit's final tab?
Correct. Three real commitments beat twenty announced ones. Owner, date, evidence — re-run the audit annually.Three commitments. Each with an owner, a date, and concrete evidence. Re-run the audit annually. Twenty announced initiatives is the failure mode the audit is designed against.
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Org Auditor
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Template
Neurodiversity Audit for Org Leaders
You've earned access to this template by completing Module 7. Multi-tab workbook for an org-wide read: a scorecard plus six diagnostic tabs and a three-commitment action plan. Designed for execs, HR, and people managers.