Introduction:
Equality, diversity, and inclusion (ED&I) have become pivotal to an organisation’s success and reputation. I would argue it always was from a success point of view and perhaps from a reputational stance. But now the spotlight is on leadership teams like never before – to get this right.
Fostering a work environment that champions these principles not only benefits employees but also boosts productivity and innovation. To gauge how your organisation is perceived by your team regarding ED&I, it’s essential to devise a well-structured survey. In this blog, we’ll consider key factors and provide examples of three key questions to include in your ED&I survey.
Key Factors to Consider
Before diving into the questions, it’s crucial to understand the key factors that will shape your ED&I survey:
1. Objectives: define clear objectives for your survey. Are you aiming to assess overall perceptions of ED&I, identify areas for improvement, or track progress over time? Clarity on your goals will guide your survey’s design and analysis.
2. Anonymity and confidentiality: ensure the survey is anonymous and confidential to encourage honest responses. Emphasise that the data will be used solely for improving ED&I and will not lead to repercussions.
3. Inclusivity: craft questions that are inclusive and avoid bias. Use neutral language and avoid leading questions to obtain genuine insights.
4. Diverse perspectives: ensure the survey is accessible to all team members, considering various languages, formats, and accessibility requirements. Make efforts to involve underrepresented groups in survey design and interpretation.
5. Benchmarking: use consistent, benchmarked metrics for comparison across different time periods and organisations. This will help in tracking progress effectively.
Three Key Survey Questions
Q1. How strongly do you feel that our organisation values diversity and inclusion in the workplace? (Offer five brief statements for response ranging from ‘Really strongly’ to ‘Not at all.’)
This question provides a quantitative measure of employees’ perceptions. By including the “values diversity and inclusion” aspect, you are honing in on the core principles of ED&I within the organisation.
The possible responses, ranging from really strongly to not at all enable you to gauge the level of consensus/sentiment among employees. If you discover that a significant number of respondents give a low rating, it suggests a need for improvement and further exploration.
Q2. How frequently do you witness or experience instances of discrimination, harassment, or bias within the workplace? Please provide examples if possible.
This open-ended question encourages employees to share their experiences and concerns related to discrimination, harassment, or bias. It’s essential to gather qualitative data alongside quantitative measures. Real-life examples can help in understanding the specific issues faced within the organisation.
To make the survey more inclusive, our recommendation is always to emphasise anonymity when sharing examples. This will help employees speak up without fear of retaliation.
Q3. What specific actions or changes do you believe would enhance our organistion’s commitment to equality, diversity, and inclusion?
Encouraging employees to propose actionable steps fosters a sense of ownership and involvement in the ED&I journey. Their suggestions may provide valuable insights into areas that require immediate attention.
By asking this question, you also signal your organisation’s willingness to act on feedback. This fosters trust and engagement among employees, reinforcing the commitment to ED&I.
Establishing Benchmarks and Metrics
To ensure that your ED&I survey provides a robust foundation for ongoing measurement, it’s crucial to establish benchmarks and metrics. Here’s how:
Baseline assessment: use the initial survey results as a baseline for comparison. This will help you track progress over time and measure the effectiveness of any ED&I initiatives.
Regular surveys: conduct ED&I surveys regularly, whether annually, semi-annually, or quarterly. Consistency allows for tracking trends and identifying changes in employee perceptions and experiences.
Comparative Data: benchmark your results against industry standards or peer organisations where possible. This external comparison can provide a broader perspective on your organisation’s performance in the ED&I arena.
Action Plans: Develop action plans based on survey findings. Show your commitment to improvement by implementing changes and regularly communicating progress to your team.
Conclusion
Creating an effective ED&I survey to better understand how your organisation approaches equality, diversity, and inclusion is a multifaceted process. The key factors to consider include setting clear objectives, ensuring anonymity, promoting inclusivity, and establishing benchmarked metrics. The three key questions provided above offer a balance of quantitative and qualitative data to guide your organisation in its quest to foster a more equitable, diverse, and inclusive workplace. Remember, an ongoing commitment to ED&I is vital, and surveys are a critical tool for assessing and improving your organisation’s approach.