Most organizations collect demographic data from their employees, often during the job application or onboarding process. It’s easy to overlook the importance of these routine surveys, but that is a mistake. If basic demographic questions aren’t framed with inclusive practices in mind, these seemingly simple questionnaires can sabotage your organization’s efforts to recruit and keep top talent.
Why Inclusive Employee Surveys are Important
Imagine a nonbinary candidate is filling out your company’s online application. When they come across gender identity, they are met with only two options: man or woman. This person immediately feels unseen and may begin to question whether your organization is a safe space for them to work. They may choose not to apply for the job.
Or, perhaps, during an organizational audit of diversity, equity, and inclusion (DEI) readiness, you conduct an employee engagement survey that tracks sentiment across demographic groups. A multiracial employee is excited to share their perspective, but becomes discouraged when they don’t see an appropriate answer for the racial and ethnic identity question. This person feels forced to select one aspect of their identity that may not align with how they self-identify. Not only will your survey results be inaccurate, but the employee will feel excluded. If the badly worded question is part of a pattern of exclusion at the company, this individual may become disengaged or even start looking for another job.
It is a small lift for organizational leadership to create inclusive demographic questionnaires, but the impact of making all employees feel recognized and included is large. By giving these surveys the importance they deserve, asking questions with a people-first mindset, and using inclusive language, your organization will be able to collect data accurately and respectfully. Below you’ll find our recommended language for ensuring your surveys provide a sense of security and affirmation for all employees.
How to Create an Inclusive Employee Questionnaire
This questionnaire is just one of several handouts and templates provided to participants of The Diversity Leader’s Intensive, our 4-day immersive program that teaches you everything you need to know to execute a successful, long-term diversity, equity, and inclusion program. The program goes beyond the “what” and “why,” showing you “how” to implement real-world DEI for real-world business outcomes. Learn more.
Kaela Sosa is co-founder and Manager, Curriculum and Programming at The Diversity Movement. Her expertise includes psychology, gender identity and sexual orientation and racial identities. Kaela has written and spoken about a range of topics: active allyship, the inclusive talent lifecycle, disability etiquette, LGBTQ+ inclusion and inclusive language. At The Diversity Movement, she leads the development and execution of learning programs, including digital learning, online courses, certificate programs and certification opportunities. Connect with or follow Kaela on Linkedin to learn more.