Conducting a diversity and inclusion survey is a powerful tool for organizations seeking to create a more inclusive and equitable workplace or community.
By gathering valuable data on the representation, experiences, and perceptions of different groups, these surveys provide insights that can inform strategic initiatives, policies, and programs.
In this blog post, we will explore the importance of conducting a diversity and inclusion survey and provide you with the step-by-step survey process, including the best DEI survey questions to ask.
A Diversity and Inclusion Survey is a tool used by organizations to assess and understand the diversity and inclusivity of their workforce or community. It is designed to gather information and insights about the various dimensions of diversity, such as race, ethnicity, gender, age, sexual orientation, disability, and more, within the organization or group.
A diversity and inclusion study offers insight into hard-to-measure constructs such as:
It’s important to note although your organization may consist of diverse groups of people, it does not mean employees believe it to be inclusive.
Therefore in order to improve workplace culture for better long-term employment, surveys help provide an anonymous outlet for staff members to share their real feelings, experiences, and overall sentiment.
Most commonly the diversity and inclusion survey is conducted online via an email invitation link. However, there are other types of market research available such as phone surveys and mail surveys.
The Key Takeaway: Whereas employee surveys touch on all aspects of company culture, DEI surveys specifically focus on how your team members measure topics of inclusion, fairness, respect, and diversity.
The purpose of conducting a diversity and inclusion survey is to obtain quantitative and qualitative data that can help organizations identify areas where diversity and inclusion efforts can be strengthened.
It allows them to assess the representation and experiences of different groups, identify barriers or challenges faced by underrepresented individuals, and measure the overall inclusivity of the organization.
By analyzing the survey results, organizations can develop strategies, policies, and initiatives to promote diversity, equity, and inclusion within their workforce or community.
The survey findings can inform targeted training programs, policy revisions, recruitment strategies, and other diversity and inclusion initiatives, ultimately fostering a more inclusive and equitable environment.
The Key Takeaway: Conducting a diversity and inclusion survey helps organizations identify areas for improvement by assessing representation, experiences, and barriers faced by different groups.
Conducting an employee survey to measure beliefs around diversity and inclusion helps bring clarifying data to a complex, yet critical topic.
With the employee experience being far from equal, it is time companies take action to create more inclusive work environments.
The first step in achieving this goal is by working with an employee survey company that has experience focusing on diversity and inclusion sentiments.
Here are a few benefits and statistics that support the importance of conducting a diversity and inclusion survey:
Outside of measuring diversity, equality, and inclusion, employee surveys also act as a great channel for measuring other factors of the workplace.
Oftentimes, our employee survey firm helps organizations identify areas of improvement when it comes to leadership, work-life balance, salary, opportunities for growth, and more.
Here is a brief video that discusses the top benefits of employee surveys.
The Key Takeaway: DEI questionnaires allow a safe outlet for workers to express their lived experiences when it comes to inclusion. The results of this type of VoE market research provide actionable data for how to improve culture and forward-thinking.
The process of conducting a diversity and inclusion survey is very similar to an employee engagement study. It includes steps such as:
Let’s dive into each step a bit further.
What aspects of diversity and inclusion do you want to assess? Are you focusing on overall perceptions, specific policies, or experiences of different groups? Clearly define your goals to guide the survey design.
If you are using a third party for employee surveys, the market research team will likely host a kickoff meeting with you. This is a great time to diver deeper into project goals, objectives, expectations, timelines, and other details to assure all parties are on the same page.
With the client’s objectives in mind, our employee survey company begins drafting the survey. To begin, we use a Google Doc. Our team makes comments and edits until it is perfect.
After finalizing the survey draft, the document is sent to our client for review. This is their opportunity to make any necessary changes.
Both parties should be 100% satisfied with the employee survey questions.
Next up, programming. Drive Research recreates the survey document into an online survey programming software.
It is the backend of what the employees will eventually see when completing the survey. In this step, we work on general programming areas such as routing logic and answer sequences.
After the survey is programmed and passes our quality checks, a testing link is sent to the client.
Doing so provides HR or leadership teams with the foresight of how the survey will appear in the eyes of their employees.
Before sending the questionnaire, our employee survey company recommends a team member from HR or leadership send a company-wide email first.
This should simply state that employees can expect an email from Drive Research that will include a link to a survey.
Taking this first step not only helps with response rates but reinforces the notion of full confidentiality.
In other words, because the survey is conducted with a third-party, responses will not be tied to specific employees. They should feel comfortable providing 100% truthful answers.
After surveying employees, it is time to start analyzing and reporting on their feedback.
While our market research reports consist of an executive summary, a snapshot of key results, infographics, and a breakdown of question-by-question results, we like to think our reports stand out due to the consultative element we like to incorporate.
Our employee survey market research reports include expert recommendations for how to take action with the findings.
An employee survey is only as beneficial as how you rely on team feedback to make positive changes. Drive Research helps make that possible.
Lastly, our team holds a project debrief meeting with key stakeholders of your organization.
During this meeting, we review the report page by page to assure no question is left unanswered.
Use the survey results as a basis for developing strategies, policies, and initiatives to enhance diversity and inclusion. Involve employees in the decision-making process, solicit their input, and implement meaningful changes based on the identified areas of improvement.
It is also important to conduct follow-up surveys periodically to gauge progress and track the effectiveness of diversity and inclusion initiatives over time.
The Key Takeaway: It is important to partner with an employee survey company like Drive Research. Doing so lets your team know their feedback is 100% confidential. Plus, you can lean on the experts to manage all aspects of the project to assure its executed professionally.
When designing a diversity and inclusion survey, it’s important to include a range of questions that gather comprehensive information about various aspects of diversity and inclusion. Here are some questions to consider:
Here are a few example statement questions regarding diversity and inclusion.
An advertising company hired Drive Research to survey the Central New York (CNY) community.
The study’s objectives focused on understanding content, news, and advertising that is most relevant to underserved communities.
The survey explored how the communities viewed the brand and what made the brand more relevant.
To address the objectives at hand, our employee survey firm recommended using an online survey to collect feedback.
The market research was administered using a combination of the Drive Research panel and partner panels in CNY.
Why choose online surveys? They are cost-effective, offer a quick turn-around, are measurable, and gather quality data. The combination of these advantages often provides an increased ROI for our market research clients.
Question Types Included in the DEI Survey
Highlights of the DEI Survey
With a probabilistic sample, a total of 484 responses at the 95% confidence level offer a +/- 4.5% margin of error.
If the survey were conducted with another random pool of 100 respondents, 95 out of the 100 results would yield within +4.5% or -4.5% of the stated totals in the reports.
The advertising agency received a market research report that included components such as:
Also, the raw data file was shared as a separate file, and question-by-question data portals were shared.
Conducting a diversity and inclusion survey is a crucial step for organizations committed to fostering a more inclusive and equitable environment.
By gathering quantitative and qualitative data through well-designed questions, organizations can gain insights into the representation, experiences, and challenges faced by various groups.
These survey findings serve as a valuable foundation for developing strategies, policies, and initiatives that promote diversity, equity, and inclusion.
In doing so, organizations can unlock the full potential of their workforce and contribute to a more just and equitable society.
Drive Research is a national employee survey company. Our team partners with organizations across the country to deliver critical team insights to help increase employee retention and satisfaction.
Interested in conducting a diversity and inclusion survey with Drive Research?
Contact our team today.
