Workplace Discrimination IQRM

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What is IQRM?

The IQRM (Intelligence Quotient for Risk Management) is the first step to identifying the risks that most greatly affect your business.

Why IQRM?

With this integral piece of The Insurance Market’s Armour 360® process, we will ensure you receive a comprehensive program that maximizes your insurance investment.

How IQRM works?

We will work together to analyze the effectiveness of managing risks, develop strategies to protect your assets, and improve your risk profile. Additionally reducing your insurance costs, monitoring, and fine-tuning risk management programs as your business evolves.

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1. How effective is your organization’s equal employment opportunity (EEO) policies, objectives, and practices in aligning with your strategic, business, and talent management objectives?(Required)
2. How effective are your organization’s EEO policies and practices in enhancing the value of its human capital, making your organization more competitive, and helping your organization achieve its strategic and business objectives?(Required)
3. To what extent do your organization’s EEO policies and practices have a positive impact on our organization’s financials (e.g., revenue, labor costs, profitability, and earnings per share)?(Required)
4. How well do your organization’s EEO policies and practices demonstrate your commitment to compliance with laws and regulations?(Required)
5. How effective is your organization in assessing current and future external factors ― such as the economy, competition, technology, or laws and regulations ― for their impact on the purpose, scope, and effectiveness of your EEO policies, practices, and processes?(Required)
6. How effective is your organization in assessing current and future internal factors ― such as changes in your organization’s culture, values, or mission, organizational structure, strategic and business objectives, or work force diversity ― for their impact on the purpose, scope, and effectiveness of your EEO policies, practices, and processes?(Required)
7. How effective is your organization in regularly assessing its EEO policies, practices, and processes to determine if they comply with federal, state, and local laws, regulations, and Executive Orders, professional standards, and, where appropriate, best practices?(Required)
8. How effective are your organization’s culture, values, and ethical standards in supporting and enhancing your organization’s EEO policies, practices, and processes?(Required)
9. How effective are your managers and supervisors in answering routine employee questions as relates to the organization’s EEO policies, practices, and processes?(Required)
10. By soliciting feedback through surveys, to what degree have you been effective in ensuring employees feel your EEP policies, practices and processes are fair and effectively communicated?(Required)
11. How effective is your organization in identifying and assessing the financial and organizational risks associated with noncompliance with EEO laws, regulations and court decisions?(Required)
12. How well does your organization develop and monitor Key Performance Indicators (KPIs) to measure its performance in meeting its EEO objectives and obligations?(Required)
13. How effective is your organization in measuring its EEO and diversity performance?(Required)
14. To what degree does your organization measure and hold senior management, managers, and supervisors accountable for their performance in achieving EEO and diversity goals?(Required)
15. How proactive is your organization at disseminating a written policy statement concerning its commitment to EEO and diversity?(Required)
16. How effective are your organization’s policies at specifically prohibiting discrimination on the basis of race, color, religion, national origin, sex, pregnancy, age, disability, the use of genetic information, and when required, veteran’s status?(Required)
17. How would you rate your organization’s policy at prohibiting discrimination on the basis of categories protected under our state’s EEO laws, e.g., marital status, familial status, sexual preference or orientation, matriculation, or political affiliation?(Required)
18. How effective has top management been in clearly expressing its commitment to EEO and made diversity and inclusion a part of the organization’s corporate culture, values, and ethics?(Required)
19. How effective as your organization been in prohibiting discrimination in hiring, promotion, discharge, compensation, and other terms, conditions, and privileges of employment?(Required)
20. How effective is your organization in publicly communicating its commitment to equal employment opportunity in its job postings, job advertisements, and on our website?(Required)
21. To what extent does your organization provide equal access to skills training, educational programs, and work experience?(Required)
22. How effective is your organization in providing equal access to coaching and mentoring activities?(Required)
23. How well does your organization prepare all managers, supervisors, and employees by making them aware of your EEO policy and anti-discrimination practices, and by stressing that violators will be disciplined?(Required)
24. How effective is your organization at measuring managers and supervisors in achieving the organization’s EEO and diversity goals while holding them accountable whenever discrimination or harassment is brought to their attention?(Required)
25. How well and conspicuously does your organization display all required federal, state, and local EEO posters and notices so that such posters are visible to both employees and applicants, accessible to individuals with disabilities, and understood by non-English-speaking applicants and employees?(Required)
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Phone 302.875.7591 Fax 302.875.7541
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Phone 302.875.7591 Fax 302.491.4862
105 NE Front St. Milford, DE 19963
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