R.I.S.E. Index™ Research Inventory

Part 1 of 8

Reflect on your current leadership practice

Statements 1–10

1

I analyze how our policies advantage some groups and disadvantage others.

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Please select a response before continuing.

2

I consider how historical injustices still shape conditions in my organization and community.

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Please select a response before continuing.

3

I connect present-day inequities in our work to long-standing patterns of exclusion and harm.

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Please select a response before continuing.

4

I can clearly identify who holds formal and informal power in my organization.

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Please select a response before continuing.

5

I reflect on how my own social identities shape the way others experience my leadership.

Not at all like meNot much like meSomewhat like meVery much like me

Please select a response before continuing.

6

I actively use my positional power to redistribute voice, influence, or resources toward those most impacted.

Not at all like meNot much like meSomewhat like meVery much like me

Please select a response before continuing.

7

I feel able to name inequities in our organization, even when it may be uncomfortable.

Not at all like meNot much like meSomewhat like meVery much like me

Please select a response before continuing.

8

I speak honestly about how our work falls short of our equity commitments.

Not at all like meNot much like meSomewhat like meVery much like me

Please select a response before continuing.

9

I give candid feedback about equity issues to peers or supervisors when needed.

Not at all like meNot much like meSomewhat like meVery much like me

Please select a response before continuing.

10

I support and protect colleagues who speak truth to power about injustice.

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Please select a response before continuing.

Part 2 of 8

Reflect on your current leadership practice

Statements 11–20

11

I am comfortable when there is no clear or immediate solution to a complex problem.

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Please select a response before continuing.

12

I can hold multiple possibilities in mind without rushing to closure.

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Please select a response before continuing.

13

I view uncertainty and ambiguity as opportunities for creativity rather than as threats.

Not at all like meNot much like meSomewhat like meVery much like me

Please select a response before continuing.

14

I have a grounded sense of who I am as a leader across different contexts.

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Please select a response before continuing.

15

I regularly reflect on how my race, gender, class, and other identities shape my leadership choices.

Not at all like meNot much like meSomewhat like meVery much like me

Please select a response before continuing.

16

When I cause harm, I take responsibility and invest time and energy in repairing relationships.

Not at all like meNot much like meSomewhat like meVery much like me

Please select a response before continuing.

17

I can acknowledge when I am wrong without feeling that my authority is diminished.

Not at all like meNot much like meSomewhat like meVery much like me

Please select a response before continuing.

18

I adjust my approach when feedback suggests that my leadership is causing harm.

Not at all like meNot much like meSomewhat like meVery much like me

Please select a response before continuing.

19

I actively interrupt policies or practices that exclude or harm marginalized groups.

Not at all like meNot much like meSomewhat like meVery much like me

Please select a response before continuing.

20

I challenge narratives that deny or minimize structural racism and other forms of oppression.

Not at all like meNot much like meSomewhat like meVery much like me

Please select a response before continuing.

Part 3 of 8

Reflect on your current leadership practice

Statements 21–30

21

I use my role to bring forward counter-narratives that center marginalized voices.

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Please select a response before continuing.

22

I move from statements of support to concrete actions in solidarity with marginalized communities.

Not at all like meNot much like meSomewhat like meVery much like me

Please select a response before continuing.

23

I intervene when I witness microaggressions or oppressive behavior in my workplace.

Not at all like meNot much like meSomewhat like meVery much like me

Please select a response before continuing.

24

I intentionally leverage my access and privilege to open opportunities for those who are excluded.

Not at all like meNot much like meSomewhat like meVery much like me

Please select a response before continuing.

25

I tend to avoid difficult equity issues if they might put me at odds with colleagues.

Not at all like meNot much like meSomewhat like meVery much like me

Please select a response before continuing.

26

I sometimes stay silent when harm occurs because I worry about the personal consequences.

Not at all like meNot much like meSomewhat like meVery much like me

Please select a response before continuing.

27

I take specific steps to shift decision-making power and resources toward those most impacted by inequity.

Not at all like meNot much like meSomewhat like meVery much like me

Please select a response before continuing.

28

I stay engaged in conversations about equity even when I feel uncomfortable.

Not at all like meNot much like meSomewhat like meVery much like me

Please select a response before continuing.

29

I can receive critical feedback about my leadership without becoming defensive.

Not at all like meNot much like meSomewhat like meVery much like me

Please select a response before continuing.

30

I am willing to sit with tension and disagreement as part of meaningful dialogue.

Not at all like meNot much like meSomewhat like meVery much like me

Please select a response before continuing.

Part 4 of 8

Reflect on your current leadership practice

Statements 31–40

31

I regularly imagine futures for our organization that go beyond small or incremental changes.

Not at all like meNot much like meSomewhat like meVery much like me

Please select a response before continuing.

32

I am open to experimental approaches that may not fit traditional ways of doing things.

Not at all like meNot much like meSomewhat like meVery much like me

Please select a response before continuing.

33

I am energized by not knowing exactly how change will unfold, as long as we are moving toward justice.

Not at all like meNot much like meSomewhat like meVery much like me

Please select a response before continuing.

34

I question organizational structures that consistently advantage some groups over others.

Not at all like meNot much like meSomewhat like meVery much like me

Please select a response before continuing.

35

When allocating resources, I prioritize those who have been most historically under-resourced.

Not at all like meNot much like meSomewhat like meVery much like me

Please select a response before continuing.

36

I revise routines and practices so that they align more fully with our equity commitments.

Not at all like meNot much like meSomewhat like meVery much like me

Please select a response before continuing.

37

I review policies to understand their potential impact on different racial, cultural, and social groups.

Not at all like meNot much like meSomewhat like meVery much like me

Please select a response before continuing.

38

I ensure that people most affected by policies have a meaningful role in shaping or revising them.

Not at all like meNot much like meSomewhat like meVery much like me

Please select a response before continuing.

39

I push for our success metrics to reflect equity and justice, not just efficiency or growth.

Not at all like meNot much like meSomewhat like meVery much like me

Please select a response before continuing.

40

I support processes that help people heal from trauma and harm within my organization.

Not at all like meNot much like meSomewhat like meVery much like me

Please select a response before continuing.

Part 5 of 8

Reflect on your current leadership practice

Statements 41–50

41

When harm occurs, I prioritize relationship repair over punishment or blame.

Not at all like meNot much like meSomewhat like meVery much like me

Please select a response before continuing.

42

After conflict, I help facilitate collective reflection and restoration, not just individual discipline.

Not at all like meNot much like meSomewhat like meVery much like me

Please select a response before continuing.

43

I elevate collective wellbeing over individual recognition or accolades.

Not at all like meNot much like meSomewhat like meVery much like me

Please select a response before continuing.

44

I define success in terms of shared and community impact, not just personal achievement.

Not at all like meNot much like meSomewhat like meVery much like me

Please select a response before continuing.

45

I celebrate distributed and shared leadership within my team or organization.

Not at all like meNot much like meSomewhat like meVery much like me

Please select a response before continuing.

46

I support participatory approaches where community members or staff most impacted have real decision-making power.

Not at all like meNot much like meSomewhat like meVery much like me

Please select a response before continuing.

47

I build time for reflection and relational check-ins into our work, not just tasks and deadlines.

Not at all like meNot much like meSomewhat like meVery much like me

Please select a response before continuing.

48

I model boundaries and self-care as essential parts of sustainable equity work.

Not at all like meNot much like meSomewhat like meVery much like me

Please select a response before continuing.

49

I advocate for structures (for example, workload, timelines, compensation) that prevent burnout in equity-centered roles.

Not at all like meNot much like meSomewhat like meVery much like me

Please select a response before continuing.

50

I value forms of leadership that weave together rest, resistance, and collective care.

Not at all like meNot much like meSomewhat like meVery much like me

Please select a response before continuing.

Part 6 of 8

Reflect on your current leadership practice

Statements 51–60

51

I notice when organizational language hides unequal power or unequal impact.

Not at all like meNot much like meSomewhat like meVery much like me

Please select a response before continuing.

52

I ask whose experiences are missing when decisions are being made.

Not at all like meNot much like meSomewhat like meVery much like me

Please select a response before continuing.

53

I look beneath individual events to understand the conditions that produced them.

Not at all like meNot much like meSomewhat like meVery much like me

Please select a response before continuing.

54

I pause to examine whether my interpretation of a situation protects the status quo.

Not at all like meNot much like meSomewhat like meVery much like me

Please select a response before continuing.

55

I am willing to revise my assumptions when new evidence reveals a deeper pattern.

Not at all like meNot much like meSomewhat like meVery much like me

Please select a response before continuing.

56

I can keep moving thoughtfully even when a path toward change is not fully clear.

Not at all like meNot much like meSomewhat like meVery much like me

Please select a response before continuing.

57

I treat complexity as a reason to learn with others rather than a reason to withdraw.

Not at all like meNot much like meSomewhat like meVery much like me

Please select a response before continuing.

58

I adapt my leadership when context, relationships, or conditions change.

Not at all like meNot much like meSomewhat like meVery much like me

Please select a response before continuing.

59

I can let go of plans that no longer serve equity or collective wellbeing.

Not at all like meNot much like meSomewhat like meVery much like me

Please select a response before continuing.

60

I make room for ideas that emerge from people closest to the work.

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Please select a response before continuing.

Part 7 of 8

Reflect on your current leadership practice

Statements 61–70

61

I am willing to raise questions that interrupt harmful assumptions or routines.

Not at all like meNot much like meSomewhat like meVery much like me

Please select a response before continuing.

62

I help create space for disagreement without allowing harm to continue unchecked.

Not at all like meNot much like meSomewhat like meVery much like me

Please select a response before continuing.

63

I use conflict as information about what needs attention in the system.

Not at all like meNot much like meSomewhat like meVery much like me

Please select a response before continuing.

64

I support others when they take risks to name inequity.

Not at all like meNot much like meSomewhat like meVery much like me

Please select a response before continuing.

65

I recognize when politeness is being used to avoid accountability.

Not at all like meNot much like meSomewhat like meVery much like me

Please select a response before continuing.

66

I act when I see patterns of exclusion, even when the action may be inconvenient.

Not at all like meNot much like meSomewhat like meVery much like me

Please select a response before continuing.

67

I look for ways to redesign processes so that equity is built into how work happens.

Not at all like meNot much like meSomewhat like meVery much like me

Please select a response before continuing.

68

I ask how resources, authority, and opportunity are distributed across groups.

Not at all like meNot much like meSomewhat like meVery much like me

Please select a response before continuing.

69

I believe policies should be revisited when their effects differ across communities.

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Please select a response before continuing.

70

I help move equity commitments from statements into structures, routines, and decisions.

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Please select a response before continuing.

Part 8 of 8

Reflect on your current leadership practice

Statements 71–81

71

I seek evidence that change is shifting conditions, not only producing activity.

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Please select a response before continuing.

72

I involve people most affected by a decision before the decision is finalized.

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Please select a response before continuing.

73

I help groups learn from conflict rather than simply move past it.

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Please select a response before continuing.

74

I attend to relationships as part of the work, not as separate from the work.

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Please select a response before continuing.

75

I support practices that make equity work sustainable over time.

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Please select a response before continuing.

76

I notice when urgency undermines care, reflection, or accountability.

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Please select a response before continuing.

77

I value leadership that restores connection after rupture.

Not at all like meNot much like meSomewhat like meVery much like me

Please select a response before continuing.

78

I help teams name what needs to end so that something more just can emerge.

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Please select a response before continuing.

79

I understand renewal as an ongoing practice rather than a final destination.

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Please select a response before continuing.

80

I connect what I see, what I imagine, and what I do in service of transformation.

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Please select a response before continuing.

81

I am becoming more intentional in how I create conditions for equity, liberation, and collective flourishing.

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Please select a response before continuing.

Before you begin

How to complete the inventory

Participant information

Consent

Reflect on your current leadership practice

I analyze how our policies advantage some groups and disadvantage others.

I consider how historical injustices still shape conditions in my organization and community.

I connect present-day inequities in our work to long-standing patterns of exclusion and harm.

I can clearly identify who holds formal and informal power in my organization.

I reflect on how my own social identities shape the way others experience my leadership.

I actively use my positional power to redistribute voice, influence, or resources toward those most impacted.

I feel able to name inequities in our organization, even when it may be uncomfortable.

I speak honestly about how our work falls short of our equity commitments.

I give candid feedback about equity issues to peers or supervisors when needed.

I support and protect colleagues who speak truth to power about injustice.

Reflect on your current leadership practice

I am comfortable when there is no clear or immediate solution to a complex problem.

I can hold multiple possibilities in mind without rushing to closure.

I view uncertainty and ambiguity as opportunities for creativity rather than as threats.

I have a grounded sense of who I am as a leader across different contexts.

I regularly reflect on how my race, gender, class, and other identities shape my leadership choices.

When I cause harm, I take responsibility and invest time and energy in repairing relationships.

I can acknowledge when I am wrong without feeling that my authority is diminished.

I adjust my approach when feedback suggests that my leadership is causing harm.

I actively interrupt policies or practices that exclude or harm marginalized groups.

I challenge narratives that deny or minimize structural racism and other forms of oppression.

Reflect on your current leadership practice

I use my role to bring forward counter-narratives that center marginalized voices.

I move from statements of support to concrete actions in solidarity with marginalized communities.

I intervene when I witness microaggressions or oppressive behavior in my workplace.

I intentionally leverage my access and privilege to open opportunities for those who are excluded.

I tend to avoid difficult equity issues if they might put me at odds with colleagues.

I sometimes stay silent when harm occurs because I worry about the personal consequences.

I take specific steps to shift decision-making power and resources toward those most impacted by inequity.

I stay engaged in conversations about equity even when I feel uncomfortable.

I can receive critical feedback about my leadership without becoming defensive.

I am willing to sit with tension and disagreement as part of meaningful dialogue.

Reflect on your current leadership practice

I regularly imagine futures for our organization that go beyond small or incremental changes.

I am open to experimental approaches that may not fit traditional ways of doing things.

I am energized by not knowing exactly how change will unfold, as long as we are moving toward justice.

I question organizational structures that consistently advantage some groups over others.

When allocating resources, I prioritize those who have been most historically under-resourced.

I revise routines and practices so that they align more fully with our equity commitments.

I review policies to understand their potential impact on different racial, cultural, and social groups.

I ensure that people most affected by policies have a meaningful role in shaping or revising them.

I push for our success metrics to reflect equity and justice, not just efficiency or growth.

I support processes that help people heal from trauma and harm within my organization.

Reflect on your current leadership practice

When harm occurs, I prioritize relationship repair over punishment or blame.

After conflict, I help facilitate collective reflection and restoration, not just individual discipline.

I elevate collective wellbeing over individual recognition or accolades.

I define success in terms of shared and community impact, not just personal achievement.

I celebrate distributed and shared leadership within my team or organization.

I support participatory approaches where community members or staff most impacted have real decision-making power.

I build time for reflection and relational check-ins into our work, not just tasks and deadlines.

I model boundaries and self-care as essential parts of sustainable equity work.

I advocate for structures (for example, workload, timelines, compensation) that prevent burnout in equity-centered roles.

I value forms of leadership that weave together rest, resistance, and collective care.

Reflect on your current leadership practice

I notice when organizational language hides unequal power or unequal impact.

I ask whose experiences are missing when decisions are being made.

I look beneath individual events to understand the conditions that produced them.

I pause to examine whether my interpretation of a situation protects the status quo.

I am willing to revise my assumptions when new evidence reveals a deeper pattern.

I can keep moving thoughtfully even when a path toward change is not fully clear.

I treat complexity as a reason to learn with others rather than a reason to withdraw.

I adapt my leadership when context, relationships, or conditions change.

I can let go of plans that no longer serve equity or collective wellbeing.

I make room for ideas that emerge from people closest to the work.

Reflect on your current leadership practice

I am willing to raise questions that interrupt harmful assumptions or routines.

I help create space for disagreement without allowing harm to continue unchecked.

I use conflict as information about what needs attention in the system.

I support others when they take risks to name inequity.

I recognize when politeness is being used to avoid accountability.

I act when I see patterns of exclusion, even when the action may be inconvenient.

I look for ways to redesign processes so that equity is built into how work happens.

I ask how resources, authority, and opportunity are distributed across groups.

I believe policies should be revisited when their effects differ across communities.