In this issue of ASK DCA, we look at how you can get the most out of your D&I survey.
I need some advice about setting up our first diversity and inclusion survey. We understand that the collection of baseline data on things like gender identity, disability and other diversity aspects is critical, but we also want to know what our employees think of our current initiatives. And we want to ensure our wording is as respectful and sensitive as possible as there are obviously many disclosure related considerations.
The power of having accurate and relevant trend data on diversity and inclusion at your fingertips cannot be underestimated. Not only will it enable you to understand the current state of D&I in your organisation, but also help you make informed decisions about setting future state aspirations and the best way forward with your strategy and initiatives.
Diversity surveys are generally used to capture baseline data about workforce diversity, seek employee feedback and to capture any new ideas. Depending on the needs and resources of the organisation, they can be anything from a simple quantitative survey to a more detailed investigation that includes a range of qualitative data.
What’s the first step?
The first step in developing your organisation’s diversity survey is to consider why you are developing the survey. Thinking about the why is important as your objectives/goals for developing the survey will determine the survey’s content, length and analytical approach.
Developing the survey
A key consideration will be which diversity dimensions you intend to collect data about. If your organisation has already set any D&I targets, you may want to link back to these.
There are a range of templates and resources available including:
- The Workplace Gender Equality Agency has developed a template survey that focuses on what employees think about issues that affect women and men in their workplace, and about their experiences with gender equality within their organisation.
- If your interest is in benchmarking, DCA’s Working for the Future and Leading in the Asian Century reports provide sample questions.
To read the full response to this FAQ including considerations for benchmarking, development of a communication or engagement strategy and options for survey administration, login to the members-only area of the DCA website.
DCA members can access the 'Ask DCA' service and submit brief enquiries about any aspect of diversity and inclusion practice.