Questionnaire: Does Your Organization’s I&D Strategy Align with SHRM’s BEAM Framework?

Executive orders from President Donald Trump and related actions make it necessary for organizations to review their inclusion and diversity (I&D) strategies. SHRM’s BEAM Framework, which stands for “Belonging Enhanced by Access Through Merit,” is a structured approach to fostering inclusion in the workplace by prioritizing merit and measurable outcomes over performative diversity efforts.

The framework is built on four core principles:

1.      Using merit as the primary lens to eliminate bias.

2.      Expanding access to skilled talent from diverse and nontraditional sources.

3.      Continuously optimizing talent management through data and feedback.

4.      Embedding inclusion as a strategic operational goal.

This questionnaire is designed to help HR professionals evaluate how well their organization’s I&D or similar programs align with SHRM’s BEAM Framework. The framework contains a five-point review to ensure each program is anti-exclusionary, merit-driven, unbiased, and skills-focused, ultimately aiming to create equitable opportunities for all and drive organizational excellence.

Section 1: What’s in Your Policy?

Start by examining each of your existing policies or thinking about what a new policy, practice, or initiative would look like. The BEAM Framework encourages looking at five key areas to ensure that a policy is in line with current laws and best practices in terms of organizational inclusiveness, compliance, and effectiveness.

1. Anti-Exclusion: Are opportunities within the specific policy under review accessible to employees, regardless of their sex, race, religion, ethnicity, or other protected status? Does the policy create unintentional barriers for any specific group?

Example: Hiring targets for specific demographic groups or demographics contributing to applicant rankings could create barriers to entry for people outside of those groups.

______ Yes

______ No

Comments:

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1a. Does the policy outline mechanisms to address and mitigate any reported exclusionary practices?

______ Yes

______ No

Comments:

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2. Access for All: Does the policy make efforts to reduce barriers (e.g., geographic, economic, or systemic) that may limit access to development opportunities for any talent pools?

______ Yes

______ No

Comments:

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3. Merit-Driven: Does your policy outline eligibility solely based on objective qualifications, such as skills or proficiencies, while accommodating protected status for relevant characteristics defined under several congressional acts on nondiscriminatory practices (such as accommodating individuals with disabilities)?

______ Yes

______ No

Comments:

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4. Unbiased and Available Information: Is the policy effectively communicated to all employees, regardless of their role or location? Are materials and guidelines clear and written in inclusive language?

______ Yes

______ No

Comments:

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5. Skills-First Optimization: Does your policy outline upskilling and reskilling opportunities for ALL employees to develop relevant skills and qualifications?

______ Yes

______ No

Comments:

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5a. Does it ensure that learning and development resources must be optimized to meet the needs of employees across all levels of the organization?

______ Yes

______ No

Comments:

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Section 2: How Is Your Program Working in Practice?

In this section of the questionnaire, you’ll use the four core principles of the BEAM Framework to analyze the procedures and programming involved in your I&D efforts.

Merit as the Primary Lens

1. Do you use consistent, objective, and necessary skills-based assessments during hiring and promotion processes to eliminate bias?

______ Yes

______ No

Comments:

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2. Are performance metrics tied objectively to measurable contributions, outcomes, and organization goals, rather than unsupported subjective goals or criteria?

______ Yes

______ No

Comments:

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3. How do you validate that your approach accurately reflects employees’ performance and does not unintentionally favor any particular group or unrelated skills or qualifications?

Comments:

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Access Over Identity

1. Are criteria for all programs centered on relevant merit rather than demographic identity?

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2. How do you ensure recruitment and promotion pipelines include nontraditional talent with demonstrated skills? (Examples would include partnerships with community organizations, vocational programs, apprenticeship platforms, open postings for available positions, and advancement opportunities.)

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3. How are you leveraging career development programs to help all employees become eligible for higher-level roles?

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Continuous Calibration

1. Do you use performance data and employee feedback to regularly review and refine your program?

______ Yes

______ No

Comments:

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2. Is there a structured process to analyze gaps in hiring, retention, and promotion across all demographics?  If so, are they being measured against the relevant labor market by job?

______ Yes

______ No

Comments:

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3. Do you regularly evaluate communication channels to ensure a program’s availability is widely understood and accessible?

______ Yes

______ No

Comments:

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Operationalizing Inclusion

1. Is inclusion embedded in your overall talent management strategy, rather than being treated as an isolated initiative?

______ Yes

______ No

Comments:

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2. Are you leveraging technology, such as AI tools, to align talent acquisition and development with unbiased hiring and promotion practices?

______ Yes

______ No

Comments:

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3. How are inclusion-focused strategies incorporated into team goals and linked to broader business outcomes?

Comments:

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Section 4: Self-Assessment

1. Based on your responses, which of your programs align strongly with the BEAM Framework?

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2. Which programs have the most significant gaps?

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3. How will you track and measure the impact of changes to your programs over time?

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Section 5: Build Your Action Plan

1. Review your answers and identify specific areas where your program may need adjustments.

2. Engage key stakeholders, including leadership and external partners, to refine your approach.

3. Establish timelines and accountability measures to operationalize inclusive practices that align with SHRM’s BEAM Framework.