How to measure Diversity and Inclusion at the workplace + Survey Model

People are not all the same. We have our own characteristics that differentiate us and make us unique. For this reason, in an increasingly diversified work environment, companies are beginning to prioritize the integration of diversity and inclusion policies in talent management . 

This is a bet that not only contributes to the creation of a safe workplace where all people can feel represented, but also turns companies into agents that fight against discrimination, offering equal opportunities to all professionals, regardless of their gender, age, or culture. 

It has been shown that heterogeneous teams have many benefits. In fact, studies such as that of The Boston Consulting Group point out that those companies that favor diversity and inclusion have a better rate of performance, productivity, innovation and talent attraction. 

In other words, a diverse workforce is more profitable and generates higher incomes. 

But how to manage diversity and inclusion in companies? That is the true challenge of HR departments: transforming individual differences into development opportunities. 

In this article, we are going to review what Equality and Inclusion means, we delve into the advantages of having diverse teams, and we explain how you can measure Equality and Inclusion in your company through employee climate surveys. And with sample questions! 

Diversity and Inclusion: are they the same thing? 

The short answer is no. Talent diversity is an objective and tangible dimension and implies having a workforce made up of people with different characteristics, such as skin color, gender, age, religion or culture. 

For its part, inclusion is an intangible dimension, a feeling, and means that all those different people feel equally valued , treated with respect and given the same opportunities. 

If the company were a party, diversity is inviting all groups of employees, and inclusion is encouraging them to participate, dance and have a good time without leaving anyone out. 

For this reason, it’s important to emphasize that diversity without inclusion does not make sense, because it is useless to have people if we do not make them really count. 

To find out if your diversity and inclusion policies are working, it’s essential to measure by segment to what extent the people on your team feel that they are part of the company. 

6 Benefits of diverse teams 

The diversity of talent and its correct inclusion has a very positive impact on the performance of companies, and organizations that manage these parameters effectively are more competitive. 

  1. Drives innovation. Different perspectives and skills bring new ideas and viewpoints to solve problems creatively. 
  2. Increases customer satisfaction. A diverse workforce helps better understand the needs and preferences of different consumer groups, allowing companies to open doors to new market opportunities. 
  3. Greater investment opportunities. Large institutional investors value ESG parameters ( Environmental, Social and Governance), and these sustainable criteria elevate companies to the best positions in investment ratings. 
  4. Maximizes talent motivation, commitment and loyalty. If team members feel valued and respected for who they are, their sense of belonging to the company is more likely to grow, generating greater interest in its mission, vision, and objectives. 
  5. Perfects decision-making . A diverse workforce can ensure that different perspectives are considered before taking action, making more balanced, fair and sound decisions. 
  6. Improves the employer branding. Companies that value diversity and inclusion have a better reputation among employees, customers, and society at large. 

Measuring Diversity and Inclusion with Employee Climate Surveys 

Employee climate surveys are a powerful and effective tool to assess the long-term impact of your diversity action plans. 

In addition, they also allow you to monitor their evolution in real-time, so you can see how changes affect the organization’s performance. 

The process is simple: Team Insights sends the surveys to all employees automatically, and they fill it out anonymously in less than five minutes. 

As these are short and quick questionnaires, participation is much higher and, therefore, the data obtained is more significant and relevant for decision-making; and for the creation of much more effective action plans. 

With Team Insights’ employee climate surveys you can: 

  • Measure how people occupying different positions within the organization feel that they are respected and valued. 
  • Know the degree of perceived inclusion. 
  • Identify the differences between the results of the different segments of employees. 

This last point is very important because it is what allows us to know the gaps that prevent companies from being modern and with a vision of the future. 

13 Questions for a Diversity and Inclusion Survey 

It’s critical that for the information to be of quality, the questions you ask must be well formulated. 

To help you achieve your goal of building a better workplace, we are going to share with you some questions that you can ask in your next climate survey: 

  1. At [Company Name], does everyone have equal access to company trainings? 
  2. At [Company Name], are all employees promoted equally? 
  3. At [Company Name], does it favor the work-life balance? 
  4. At [Company Name], are all employees fairly paid? 
  5. At [Company Name], do all people have the same opportunities to access the recruiting process? 
  6. Are you aware of the reconciliation measures available at [Company Name? 
  7. Do you think that [Company Name] takes into account equal opportunities for all people? 
  8. Do you think a Diversity and Inclusion Plan is necessary at [Company Name]? 
  9. What steps could [Company Name] take to promote Diversity and Inclusion? 
  10. Do you know what to do or where to go in case of harassment in the workplace? 
  11. Do you feel that your managers can manage diversity and inclusion in a fair and balanced way? 
  12. Do you consider that you can freely talk about your identity, background and personal experiences with your managers and colleagues? 
  13. Do [Company Name] managers value everyone’s contributions equally? 

Creating a culture of Diversity and Inclusion is easier if you have the tools for it. Why don’t you start to improve your organization now? It’s free!

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