Diversity surveys are a powerful tool for understanding the mix of employees in your organisation, and can help you make informed decisions about the future direction and aspirations of your diversity and inclusion (D&I) initiatives and overall business strategies.
Whether you are looking at starting a demographic diversity survey from scratch, or updating your existing one, DCA’s new D&I 101: Conducting a Diversity Survey guide outlines the leading principles for undertaking respectful and inclusive surveys in order to obtain genuine, meaningful data about their demographic diversity.
Planning the survey process helps ensure data is accurate, timely and effective in supporting your organisation’s D&I and broader business strategy.
Without consideration of a number of key factors, surveys can run the risk of alienating or excluding employees, capturing inaccurate or irrelevant information, and/or having findings overlooked and under-utilised.
This new resource covers how to get your staff to support and participate in the survey process, confidentiality and administrative matters as well as the reporting and benchmarking of findings. It also features a number of sample survey questions under each of the following areas:
- Aboriginal and/or Torres Strait Islander Peoples
Respecting that people may be cautious about answering questions on their Aboriginal and/or Torres Strait Islander status is important when collecting demographic information.
Collecting data to assist with planning and targeting initiatives for particular age groups can have a significant impact on attraction, engagement and retention outcomes.
- Carer status
Many people in full and part-time work provide much unpaid care and support to family members and friends who have a disability, mental illness, chronic condition, terminal illness, an alcohol or other drug issue or who are frail aged. To support them you need to understand the situation.
- Cultural background (including religion)
Australian workers can find it difficult to specify just one cultural identity, ancestry, ethnicity, or cultural background so survey questions can become quite complex.
Capturing information about your employees’ disability status can support workplace adjustments, and much more, but employees can be reluctant to reveal this information.
- Gender identity, sexual orientation and intersex variations
Language is particularly important when surveying staff about gender identity, sexual orientation and intersex variations.
This guide is exclusively for DCA member organisations and is available to download from the members' area below. Login to access.