A diversity and inclusion survey is a powerful tool for any organization. Discover questions to ask your employees on your DEIB efforts.
Organizations that promote diversity and inclusion outperform companies that don't. Yet, it can be challenging to understand where you stand in your efforts and how to change. A diversity and inclusion survey highlights the opinions of your employees to see if your D&I strategy is performing as well as you think it is. Ingrained emotional habits are often a result of a child mimicking the behavior of the adults in their life. As a result, it can be possible to have blind spots about the ways your emotional habits may include unconscious biases that harm those around you. With the data you collect, you can learn ways to change your emotional habits and those of other employees, create new initiatives to improve inclusivity and see how the opinions of employees in various groups differ.
To conduct a D&I survey, you'll likely want an easy-to-use format that provides as much information as possible. This guide can help you learn more about diversity and inclusion and offers sample diversity and inclusion questions to ask employees.
It's important not to lump diversity and inclusion into a single concept. They are two distinct practices that can improve your workplace culture and performance. However, By understanding and implementing both, companies can yield more benefits.
Diversity is the presence of individuals of different identities, including race, gender, age, capability level, nationality, sexual orientation, religion, or socioeconomic status. You can benefit from bringing various viewpoints into your organization by promoting diversity in hiring and retention practices.
Inclusion is the act of making diverse people feel welcome in the environment. By creating an inclusive environment, you can make sure every employee feels comfortable contributing to the organization's success. Inclusion added to diversity allows employees to bring their authentic selves to work and creates a sense of belonging that makes all employees feel comfortable voicing innovative ideas. It should also be implemented throughout company policies and benefits. For instance, culturally centered care provides high-quality mental health care in a way that fosters a sense of belonging and acknowledges diversity and intersecting identities. You can help build a workplace that makes all employees feel welcome by offering benefits that embrace different cultures.
Diversity and inclusion are sensitive topics that many employees feel strongly about. Yet, employees may not feel comfortable approaching the subject without the right policies in place. Furthermore, company leaders, managers, and c-suite executives might have different views of the organization's inclusivity level than employees. A diversity and inclusion survey gives an accurate and anonymous picture of how inclusive and fair your employees think your company is. It also provides these benefits.
Employee surveys typically get the most involvement when they are easy to complete and allow meaningful input. You can meet both criteria by allowing your employees to rate statements on a 1 to 5 scale and providing a section for comments. The following statements are designed to be rated on a scale of 1 to 5. You can include additional open text questions or a comment box for more information.
Employees are likely to see this situation differently than upper management. Answers to this question and innovative ideas for change could shed light on how your company can improve anti-discrimination policies.
When conducting a survey, what to avoid is as important as what you should include. Sidestepping certain pitfalls can help you avoid unclear results or a poor representation of reality. When conducting your survey, it's essential to avoid these issues.
Analyzing your survey in the context of demographic when possible can help add important context. Personal experience is a crucial part of defining a sense of belonging, and those experiences often differ for employees in different demographic groups. For instance, significantly more Black (71%) and Hispanic (72%) employees say their employer should be doing more to increase the diversity of its workforce than white (58%) employees.
Communication when informing your employees about your intent with the survey and transparent language within the survey is critically important for accurate results. Clarify your purpose by providing information about how the survey results will be used. Be prepared to utilize employee feedback in a way that will be observed within the organization.
Everyone experiences unconscious biases. As a leader, you may be tempted to explain away feedback. However, approach your survey results with an open mind and a willingness to promote change.
A diversity and inclusion survey is an effective way to gauge your organization's policies that give employees a sense of belonging. By asking questions that combine employees' personal experiences with opinions about your organizational policies, you can clearly see your D&I efforts and how you can improve. To learn more about mental health stigma in the workplace, how it can affect belonging, and evidence-based strategies to address mental health stigma in your workplace, download the groundbreaking new playbook, Modern Belonging Pt. II.
Modern Health is the comprehensive mental wellness platform that combines the WHO well-being assessment, self-service wellness kits, an international network of certified coaches, and licensed therapists available in 35 languages all in a single app. Modern Health empowers employers to lead the charge in acknowledging that mental health is just as important as physical health, de-stigmatizing the conversation, and increasing accessibility of mental health services for all.
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