- Review SCORE’s Client and Volunteer Demographics
- Develop an understanding of where to find your Volunteer & Client Survey data
- Develop an understanding of how to sort the data
- Develop an understanding of how to assess the data
- See how the DC Chapter Chair put an Action Plan in place
- Now . . . let’s begin
- Review the latest SCORE Volunteer Survey results for the selected Chapter. What feedback are the Chapter’s volunteers providing about the Chapter. Which Strengths (“Favorable” Responses) can you celebrate? Which Weaknesses (“Unfavorable Responses) should you address?
- Review the Survey using the gender breakdown* in “all results”. Particularly look at these questions:
- My Chapter Chair regularly provides recognition for my accomplishments.
- Sufficient effort is made to get the opinions and thinking of people who volunteer here. In my Chapter, my opinion counts.
- The actions of other volunteers in my chapter always align with SCORE ‘value, beliefs, and the way we act ’ document.
- My SCORE Chapter has created an environment where diverse perspectives are valued.
- My Chapter is successful at recruiting diverse Volunteers (e.g., women, professionals of color, volunteers of different ages).
- My Chapter (or Chapter Leadership) is open to feedback on diversity & inclusion - related issues.
In addition, look at all the questions to see if there are any other “red flags” that indicate women and men maybe responding differently in the chapter.
- Review the latest SCORE Client Engagement Survey using the gender breakdown in “all results”. Particularly look at these questions:
- SCORE is truly client-oriented.
- My mentor listens to me with an open mind.
- SCORE treated me with respect regardless of my age, race, ethnic background, gender, religion, disability, sexual orientation, or family status.
Again, look at all the question for any “red flags”.
- Review the SCORE Volunteer Departure Survey (exit survey). Why are volunteers leaving? Are there any “red flags” in the data?
- What percent of the chapter volunteers are women? The National average is ~27% (which is considered low since more than 50% of our clients are women). Is your chapter better or worse than the National average? Do you know why?
- How many people in leadership roles (e.g. executive team) are women? Should you be working to have more women in leadership?
Note: The steps outlined are written using “gender diversity” as an example; use the same steps to look at other aspects of diversity such as race, age, etc.