Any good diversity, equity and inclusion (DEI) strategy starts with employees. After all, they are the people who work in your organization and will be affected by your DEI efforts.
So, to gain insights to help make your DEI work, it’s worth running a DEI survey to understand the current state of DEI in the workplace, gather employee sentiment, and make data-driven decisions about your sourcing strategy. DEI. That is how.
What is a DEI survey?
A DEI survey collects information and views related to diversity, equity, and inclusion within an organization. The survey collects data on employee demographics, including age, gender identity, race, ethnicity, disability status, sexual orientation, and other relevant diversity factors.
A DEI survey aims to provide a comprehensive understanding of the composition of a workforce to help leaders understand their employees, strategize DEI efforts, and write an impactful DEI statement.
Additionally, a DEI survey may include questions that assess people’s perceptions and experiences regarding equity and inclusion within the organization. For example, ask questions about topics like workplace culture, career progression, pay equity, discrimination, and other aspects that influence diversity, equity, and inclusion.
The purpose of a DEI survey is to gain valuable insight into the current state of DEI within an organization, identify areas for improvement, and develop strategies to foster a more inclusive and equitable environment.
Different types of DEI surveys
Full survey
A comprehensive survey assesses a wide range of issues related to DEI. Unlike pulse surveys that capture a snapshot of specific issues or sentiment at a given moment, DEI’s comprehensive surveys provide a deeper analysis of the diversity and inclusion landscape.
demographic survey
A DEI demographic survey collects data on employee characteristics such as age, gender, race/ethnicity, sexual orientation, disability status, and other relevant factors. They provide a snapshot of the diversity within the organization being surveyed.
Employee Engagement Surveys
An employee engagement survey measures employee perceptions of their workplace, including job satisfaction, opportunities for career growth and development, inclusion in decision-making, and overall employee engagement.
pulse polls
A pulse survey is designed to quickly gather feedback and ideas from employees. It is called a “pulse” survey because it aims to take the “pulse” and measure the current sentiment of employees at a given moment. Pulse surveys tend to be shorter and more frequently distributed than other surveys.
How to Run an Effective DEI Survey
Conducting a workplace DEI survey requires careful planning and implementation to ensure meaningful and reliable results. Here is how to do it.
1. Host a kickoff meeting
First, establish the key stakeholders and involve them in the process. Depending on your business structure, stakeholders may include your head of human resources, DEI team members, and senior leaders. Ask for their feedback to support the survey and correlate buy-in.
At your first meeting, you should consider the following questions to help clarify your objectives:
- What are your goals?
- What do you want to accomplish or achieve by creating and sharing a DEI survey?
- How does a DEI survey relate to your overall DEI strategy?
- What data or knowledge do you need?
- What questions do you need to ask to gain these insights?
2. Project survey questions
A DEI survey will provide valuable data-driven insights, but only if you ask the right questions. So think carefully about what knowledge you need and come up with a list of questions that relate to your organization and its goals. Include a mix of closed and open questions to collect both quantitative and qualitative data.
3. Notify your team about the DEI survey
It pays to notify employees a few days in advance that you will be distributing a DEI survey. Letting teams know means they’re not surprised by an important task and can take some time to collect their thoughts before starting to fill out the survey.
Ideally, the DEI survey notification and distribution email will be sent by an HR professional or senior manager to add weight to the idea and help improve response rates.
4. Share your DEI survey
Distribute your DEI survey via email, intranet, or meetings, whatever works best for your organization. Be sure to re-communicate the importance of completing the survey and let employees know that their contribution is valued, appreciated, and important. Emphasize the following points:
- Confidentiality and anonymity. Assure employees that responses will remain confidential and anonymous to encourage honest feedback. Use measures like anonymous online survey platforms or third-party survey providers to maintain privacy.
- Chronology. Communicate the duration of the survey and give employees enough time to complete it. Consider reminders and follow-up communications to maximize response rates.
5. Analyze the results
Once the survey is complete, collect and analyze the data. Depending on the format used for your DEI survey, you may have access to statistical tools and analysis techniques to identify patterns, trends, and areas of concern.
DEI Survey Data: What to Do Next
The data collected from the survey should be used to inform initiatives aimed at creating a more diverse and inclusive workplace. So, once you’ve analyzed the data and assessed the insights, consider how to distribute and share the findings to achieve maximum results.
For example, you could prepare a comprehensive report summarizing the survey results and share it with your key stakeholder group, including leadership, HR, and your DEI committee. Ultimately, you will want to use the insights to develop action plans, policies, or programs that address the identified challenges and promote inclusion.
A DEI survey is not a ‘one and done’ situation. Periodically review the effectiveness of the initiatives implemented based on the results of the survey. Continually monitor progress, gather feedback, and refine strategies to ensure continuous improvement in diversity, equity, and inclusion in the workplace.
Remember, conducting a DEI survey is just one step on the larger path toward fostering an inclusive workplace. It must be complemented by ongoing efforts, education, training, and policies that promote diversity and create an inclusive environment for all employees, regardless of demographics.
