Companies that value diversity and inclusion do better than those that don’t. Understanding where you are in your efforts and how to adjust, however, may be difficult. Using employee feedback from a diversity and inclusion survey, you may determine if your D&I plan is working as effectively as you believe it is. Children often imitate the actions of the people in their lives, which results in deeply ingrained emotional patterns. Therefore, it is possible to have blind spots about the ways in which your emotional routines may involve unconscious prejudices that are harmful to individuals around you. With the information you gather, you may develop new programmes to promote diversity, discover how workers’ perspectives vary among groups, and learn how to adjust your own and other employees’ emotional behaviours.
You’ll probably need an easy-to-use format that offers as much information as feasible to perform a D&I survey. This manual contains example questions to ask workers about diversity and inclusion as well as information on both topics.
What are Diversity and Inclusion?
It’s crucial to distinguish between diversity and inclusion as separate concepts. These are two unique strategies that may enhance the performance and culture of your organisation. However, businesses might get greater advantages by comprehending and putting both into practise.
The existence of people with varied identities, such as those based on colour, gender, age, competence level, nationality, sexual orientation, religion, or socioeconomic background, is referred to as diversity. By encouraging diversity in recruiting and retention processes, you may gain from introducing other perspectives into your firm.
Making varied individuals feel at home in a community is the act of inclusion. You can ensure that every employee feels comfortable contributing to the success of the company by fostering an inclusive atmosphere. When inclusion is combined with diversity, workers are free to bring their true selves to work and experience a feeling of belonging that encourages them to share original ideas. It should be included into all business perks and rules. As an example, culturally focused care offers top-notch mental health services in a manner that encourages a feeling of community and recognises diversity and overlapping identities. By providing benefits that respect many cultures, you may contribute to the development of an office environment where all workers feel welcome.
Why Do You Need a Diversity and Inclusion Survey?
Diversity and inclusion are touchy subjects that many workers strongly feel about. Nevertheless, without the appropriate procedures in place, workers may not feel confident bringing up the matter. Additionally, business owners, managers, and c-suite executives might view the level of inclusivity in the organisation differently from employees. A survey on diversity and inclusion can provide a precise, anonymous assessment of how fair and inclusive your employees feel about your business. It also offers these advantages.
- An employee survey offers a secure forum for input. Employees may express their ideas and share their experiences in surveys without worrying about being punished. Employee participation is increased by offering a private setting for sharing. According to a 2020 Glassdoor survey, 71% of employees said that if they could share their experiences and viewpoints on diversity and inclusion at their workplace anonymously, they would be more likely to do so.
- Employees will value a culture that includes them and involves them in decision-making. Employee participation in D&I initiatives helps you create the inclusive workplace you want. Additionally, it demonstrates your awareness of the knowledge your staff members can contribute to the success of the organization.
- A forward-thinking organisation will result from using the survey to foster an inclusive environment. You can use the vital information you’ll get from gauging how your staff feels about your D&I efforts to take decisive steps toward company-wide improvement. Positive transformation may be influenced by employee feedback, both positive and negative.
Best Diversity and Inclusion Questions to Ask your Employees
Employee engagement is often highest when surveys are simple to complete and provide for useful feedback. By enabling your staff to grade statements on a scale of 1 to 5 and include a place for comments, you may satisfy both requirements. The following claims are intended to be ranked from 1 to 5 on a scale. For extra detail, you may include a comment section or more open text questions.
- I feel comfortable discussing my past and expertise with this group. Many workers could believe that their past sets them apart, despite the fact that this inquiry can appear unexpected. Employees could be reluctant to disclose information about their race or ethnicity, education, past experiences with mental or physical illness, sexual orientation, or other characteristics for fear that it would be taken negatively or have an adverse effect on their careers. You may properly ascertain if particular groups of workers experience this more strongly than others by gathering demographic information.
- My boss correctly handles diversity-related concerns and has a dedication to diversity and inclusion. Diversity and inclusion are ingrained in organisational culture. Board members, senior executives, and other business leaders must act in a way that reflects the values of an inclusive corporation. Employees may be asked to discuss an event that wasn’t handled correctly and how it should have been handled in response to a follow-up inquiry.
- My ability to progress professionally inside this company is not hampered by my personal traits. This inquiry will immediately indicate if workers from all demographic groups believe their efforts have led to fair promotion. The lack of opportunities for upward mobility was cited as the top reason for leaving a job by 41% of respondents in a McKinsey report that polled more than 12,000 people in the United States, Canada, the United Kingdom, Australia, India, and Singapore. Ensuring equity is one way to maintain a diverse workforce.
- My special input is valued by our company. The diverse jigsaw puzzle is lacking the element of inclusion. Just having a diversified staff is insufficient. Employees who don’t feel like they belong are less likely to give creative ideas and viewpoints to the success of the company. It’s imperative to reconsider your inclusion approach if your workers give this question poor marks.
- I feel empowered to take chances because of our group. Taking chances often results in more creativity and success. Companies produce novel ideas that foster development when personnel at all levels are encouraged to take risks. Employees won’t be as willing to take risks as discussing novel ideas or speaking out against unjust treatment in a company that fails to foster a feeling of belonging at every level.
- The methods for reporting discrimination are sufficient. Remember how we said that if workers could share their experiences and viewpoints on diversity and inclusion anonymously, almost two-thirds of them would be more willing to do so? You can find out what makes your staff more comfortable by asking them this question. Include a follow-up question that enquires more about the practises that workers believe would be most suitable or efficient.
- I am certain that our company will respond to prejudice appropriately. Despite the fact that it is forbidden, job discrimination still happens, according to figures from recent publications.
- At their present employer, discrimination has been a problem for 55% of the workers.
- 61% of people have seen prejudice occur to others.
- Injustice at work has been encountered by 45.5% of LGBTQ workers.
- Employers that are Black or Hispanic have discriminated against 24% of their workforce.
- 80% of those who worked remotely had encountered prejudice.
- Only 54% of those who reported a problem got it entirely fixed.
Employee perceptions of this circumstance are likely to vary from those of higher management. The responses to this question and creative suggestions for improvement may help to clarify how your business might enhance its anti-discrimination policy.
8. People from all backgrounds are treated equally by our organization. Another query that will benefit from demographic information is this one. Because of unconscious biases, business executives frequently don’t realise how they discriminate against particular groups. Follow-up inquiries might focus on specific instances of unfair employee treatment or metrics and procedures that can be applied to encourage fair treatment without prejudice.
9. Diversity and inclusion are highly valued in our organization. Despite the fact that many organisations tout their D&I initiatives, action may not be a top priority. Many organisational leaders are able to define what inclusion means, but they are unsure of what it looks like in the workplace. You can better understand where your organisation is lacking in inclusion by measuring employee attitudes toward various inclusion-related topics.
10 . The employees of this company place a high priority on fostering an inclusive workplace. This inquiry can delve into work histories that upper management might otherwise overlook. To create an inclusive workplace, all rules and conduct must make workers from all demographics feel welcome and supported. Do medical and mental health benefits, for instance, take into account the demands of international teams? Do paid holidays represent a workplace with a variety of cultures? Do managers proactively seek out the thoughts and opinions of all staff members?
Diversity and Inclusion Survey: What to Avoid?
What to leave out of a survey is just as crucial as what to include. Avoiding specific pitfalls can help you avoid ambiguous outcomes or a poor depiction of reality. Avoiding these problems is crucial when conducting your survey.
Incorrect Demographic Data
When it’s possible, analyse your survey in the context of demographics to help add crucial context. A sense of belonging is fundamentally defined by personal experience, and employees from various demographic groups frequently have different personal experiences. For instance, significantly more Black (71%) and Hispanic (72%) employees than white (58%) employees believe that their employer should be doing more to diversify its workforce.
For accurate results, it is crucial to communicate with your employees about your survey’s purpose and use clear language in the survey itself. Give details about how the survey results will be used to clarify your purpose. Be prepared to use employee feedback in a way that the organisation will notice.
Wrong Interpretation of the Results
Everyone has unintentional prejudices. You could be inclined to justify feedback as a leader. However, approach the findings of your survey with an open mind and a desire to encourage change.
A diversity and inclusion survey is a useful tool for evaluating your company’s employee-welcoming policy. You can easily observe your D&I efforts and where you can improve by asking questions that blend employee personal experiences with thoughts about your organisational regulations. Download the ground-breaking new playbook, Modern Belonging Pt. II, to discover more about mental health stigma in the workplace, how it may impact belonging, and evidence-based solutions to combat mental health stigma in your workplace.