In a previous post I talked about how to take action to get a baseline on where your organization stands on diversity. But it is also important to consider how inclusive your organization is, or diversity risks become just a box-ticking exercise. But while diversity has a demographic element, and feels more quantifiable, how do you measure inclusion?
Research from Data Science Central suggests there are 6 or 7 key areas which ensure employees feel socially included, and these are:
1) decision-making influence
2) access to critical information (to do the job)
3) job security
4) individual well-being
5) job satisfaction
6) organizational commitment
7) workgroup (social) integration
It’s likely that, if you do regular staff surveys, you are already measuring some of these metrics, but others may be newer to you. If you do want to go further with collecting employee data, I would strongly recommend CultureAmp, a data organization who specialize in employee experience. You can hand craft surveys to focus in on specific areas of concern, or you can use one of their pre-built templates to get started.
The hardest part of any inclusion strategy is knowing where to start. Doing this type of survey will give you more clarity on where you are already doing well and where you could improve, and will help to provide a sense of direction for your activities.
If you’d like our help in getting a survey together we can partner with CultureAmp on your behalf; contact us now to learn more