1.

When hiring, we prioritize role and personality alignment over commonly sought-after personality characteristics like being outgoing and social.

4

3

2

1

0

2.

We have an inclusive interview process that offers introverts the time and space to reveal their best selves.

4

3

2

1

0

3.

Our leaders acknowledge and respect the introverts on their teams.

4

3

2

1

0

4.

Introverted leaders share their experiences and encourage others to find their own quiet strengths.

4

3

2

1

0

5.

We give introverts time to prepare.

4

3

2

1

0

6.

We discuss what introversion is and how to bring out the best in introverts.

4

3

2

1

0

7.

We have guidelines about when and how we communicate in and out of the office.

4

3

2

1

0

8.

We have employee forums that allow introverts to feel included and heard.

4

3

2

1

0

9.

We are open to using different communication methods to accommodate different employee preferences.

4

3

2

1

0

10.

We have spaces for natural mingling in our workplace.

4

3

2

1

0

11.

We have quiet spaces for privacy and focused work.

4

3

2

1

0

12.

We have a welcoming sensory environment with natural lighting and noise management.

4

3

2

1

0

13.

We have clear guidelines in place about how to keep our remote employees connected to what’s going on in the workplace.

4

3

2

1

0

14.

We balance remote work with in-person and video conferencing.

4

3

2

1

0

15.

We take active steps to engage introverts in meetings.

4

3

2

1

0

16.

We propose agendas and questions to consider before meetings.

4

3

2

1

0

17.

We encourage team members to share their work and collaboration preferences.

4

3

2

1

0

18.

We allow for social opportunities for teams that are comfortable for introverts.

4

3

2

1

0

19.

We consider how introverts like to learn and integrate their preferences into our learning and development approaches.

4

3

2

1

0

20.

We offer a variety of online and digital training methods that allow introverts to learn at their own pace.

4

3

2

1

0

49 or below

Room for improvement

Your workplace does little to address the needs of introverts. You have many opportunities to create an introvert-friendly environment. Pick the organizational area of greatest need from the chapters that follow. Select one of the top five considerations from the end of that chapter, and make it your starting point for change.

50–59

Moderate your workplace

While there are some accommodations for introverts in your workplace, there is still work to be done in creating an introvert-friendly environment. Conduct a short survey with the introverts in your organization and solicit ideas. Discuss what is working and not working for the introverts on your team. Implement what makes sense.

60–69

Solid

Your workplace is moving toward a culture that unleashes the talent and performance of everyone. Review Chapters 2 through 8 to find your “greatest need” areas, and select new tactics or strategies to implement from the examples.

70–80

Very strong

Your organization is a place that is inclusive of introverts and that creates a sense of belonging for them. Use data to show how the practices you are implementing are yielding results in talent and performance. How can you share your best practices throughout other parts of your organization and in your industry so that others can benefit from what you have learned?