Measuring for Inclusiveness: Possible Questions to Ask

There are several performance management data points or key performance indicators (KPIs) that could inform about inclusiveness in the workplace. Here are a few examples:

1. Employee engagement: Employee engagement measures the level of commitment and involvement that employees have in their work and the workplace culture. Higher levels of employee engagement can indicate a more inclusive workplace culture where employees feel valued, supported, and included.

2. Employee turnover: Employee turnover measures the rate at which employees leave the organization. High turnover rates can be an indication of a non-inclusive workplace culture where employees do not feel valued or supported. Conversely, low turnover rates can indicate a more inclusive workplace culture where employees feel valued, supported, and engaged.

3. Diversity metrics: Diversity metrics, such as the percentage of employees from underrepresented groups, can provide insight into the level of diversity within the organization. A lack of diversity can be an indication of a non-inclusive workplace culture, while a diverse workforce can indicate a more inclusive workplace culture.

4. Inclusion metrics: Inclusion metrics, such as the results of employee surveys on inclusion and belonging, can provide insight into how employees perceive the workplace culture. High scores on inclusion metrics can indicate a more inclusive workplace culture where employees feel valued, supported, and included.

5. Promotion rates: Promotion rates can provide insight into the level of equality and fairness within the organization. Higher promotion rates for employees from underrepresented groups can indicate a more inclusive workplace culture where everyone has equal opportunities for advancement.

By tracking these KPIs, organizations can measure their progress towards creating a more inclusive workplace culture and identify areas where they may need to improve their inclusiveness efforts.

What specific questions could be asked on an employee engagement survey to learn about whether people feel the environment is inclusive?

Including specific questions in an employee engagement survey is an effective way to gather feedback from employees about their experiences of inclusiveness in the workplace. By asking questions that are focused on inclusiveness, organizations can get a more detailed and nuanced understanding of how employees perceive the workplace culture and where they may need to improve their inclusiveness efforts.

The specific questions suggested in the previous answer are designed to assess various aspects of inclusiveness, such as psychological safety, diversity and inclusion training, fairness and equity, and opportunities for growth and advancement. Each question is focused on a different aspect of inclusiveness and can provide valuable insights into employees' experiences and perceptions.

Here are some specific questions that can be included in an employee engagement survey to learn about whether people feel the environment is inclusive:

1. I feel comfortable sharing my opinions and ideas in the workplace, regardless of my background or identity. (This question assesses psychological safety in the workplace, which is a key component of an inclusive environment.)

2. I feel that the workplace culture values diversity and inclusion. (This question assesses employees' perception of the organization's commitment to creating an inclusive workplace culture.)

3. I feel that my manager supports and values my contributions, regardless of my background or identity. (This question assesses employees' perception of their manager's inclusiveness as well as their own experiences of inclusion.)

4. I have opportunities to learn about different cultures and perspectives in the workplace. (This question assesses the availability of diversity and inclusion training and opportunities for cross-cultural learning and development.)

5. I feel that the workplace policies and practices are fair and equitable for all employees, regardless of their background or identity. (This question assesses employees' perception of the organization's commitment to equality and fairness.)

6. I feel that the organization is committed to recruiting and retaining a diverse workforce. (This question assesses employees' perception of the organization's efforts to create a diverse and inclusive workplace.)

7. I feel that I have equal opportunities for growth and advancement within the organization, regardless of my background or identity. (This question assesses employees' perception of the opportunities for career growth and development within the organization.)

By asking these questions, organizations can gather valuable feedback from employees on their experiences of inclusiveness in the workplace and identify areas where they may need to improve their efforts to create a more inclusive environment.

By asking these questions, organizations can gather valuable feedback from employees on their experiences of inclusiveness in the workplace and identify areas where they may need to improve their efforts to create a more inclusive environment.