Are you checking your pulse?
Why is it important to measure inclusion?
Are you checking your pulse? Do you really want to know what’s wrong?
The two types of I&D surveys will help you figure it out.
Using data to gain insights on key challenges and opportunities within Inclusion & Diversity makes it easy to focus on the areas with the greatest potential and keeps the dialogue, evidence and facts focused. When we are asked by clients to measure Inclusion and Diversity in their organizations, we assess what type of survey they need and why. Most often, we start with a general survey or assessment and, if needed, follow it with a more specialized and detailed inclusion measuring tool, focus groups or interviews. But, what are these surveys and why is it important to do both to measure inclusion?
A General I&D Survey helps to assess data regarding leaders in the organization, psychological safety and structures (processes and procedures). They help to bring clarity on how inclusive an organization is. These surveys ensure that employees feel heard and provide information important to start the movement for change, where strategies for inclusion are implemented in a lasting way.
General surveys, which are usually concise (only about 20 questions long), are valuable in measuring the overall feel of a company and the strengths, or weaknesses, of the teams that lead it. They are much like the triage assessment in an ER, where the general vital signs of a patient are recorded and used later during diagnosis, helping to pinpoint areas that need attention.
Using the same example, a Specific Survey is the equivalent of the doctor’s assessment and then the diagnosis, making use of targeted questions tailored to specific areas. These surveys are lengthier (often 30 – 40 questions long) and are best used to collect and record data that focuses on one area of insight. Specific Surveys are coupled with focus groups and individual interviews to better understand the challenges the organization is facing and create a comprehensive way forward.
For example, if an organization noticed that the inclusion of women in top management was lacking, a Specific Survey related to gender participation would help to identify the barriers that prevent women from getting to the top. This survey would provide a broader, more holistic picture of the organization’s culture, processes, physical environment, technology and group systemic aspect. By collecting data from leadership, teams and individuals we can use the entire picture to provide a concrete strategy with leadership to drive the inclusion of women in top management.
Measuring inclusion and diversity is not easy. Organizations who feel they already have pinpointed an area of challenge are also able to request a Specific Survey that will target this challenge. By tailoring each survey to the needs of the client, we can get right to the heart of matters and provide the evidence needed for change.
The reasons for conducting both General and Specific Surveys are clear for measuring inclusion in your workplace. By collecting Inclusion and Diversity data we can provide leadership with the evidence they need to implement change. We, along with leadership, can then create a tailored strategy to help implement that change in a lasting way.
If you want to know more about I&D data, click here.
Inclusionem is a global Diversity and Inclusion Consultancy based in Dubai. We specialize in measuring inclusion, diversity and inclusion strategy, inclusive leadership training programs and inclusive communication. Our diversity and inclusion consultants create an impact daily and help to build inclusive organizations in Dubai, the Middle East and all over the world.
