Inclusion@Work™ Survey Model

Mindset’s Inclusion@Work™ is a scientifically designed diversity and inclusion survey model that will help you to measure and recognise the state of diversity in your organisation, and also to diagnose and address the issues that drive inclusion – ultimately helping you to unleash the power and benefits of diversity. 

Indicators of an Effective Diversity Strategy

The Inclusion@Work™ model measures both the indicators of diversity and inclusion (outcomes or state of diversity and inclusion) and the drivers of diversity and inclusion (factors that inhibit or drive diversity and inclusion). The indicators are measured with respect to two dimensions:

Indicator #1: Inclusion

Inclusion is the extent to which employees feel that they can be meaningfully involved in work that is valued by the organisation, are allowed the necessary information and resources for accomplishing that work, as well as the ability to influence the decision-making process. Experiencing inclusion is the outcome of a work environment and social context that is designed to empower and establish trust with employees.

Indicator #2: Diversity

A successful diversity strategy should also extend beyond the individual's personal experience of the organisation, however. Employees should also come to see their organisation as a whole embraces diversity and appropriately accommodates the differences across their workers so that everyone can do their best work. At the end of the day, workers are not only focused on their personal experience of the workplace— they are also concerned about the perceived conduct or image of the groups they associate themselves with. To that end, seeing their organisation as one that acknowledges and supports the diversity is a central component of an effective diversity strategy.

Drivers of an Inclusive and Diverse Workplace

If indicators are there to indicate what is happening vis-à-vis the effectiveness of the current diversity strategy, the drivers are there to answer why and how those results likely came to be. Mindset’s Inclusion@Work™ diversity and inclusion model measures the contributing factors that have a direct impact on inclusion and diversity in the workplace:

• Equitable Workplace Treatment: whether or not employees report having experienced discriminatory treatment within the organisation on account of their background.
  
  
• Confidence in Redress: how confident your employees feel that there are systems in place to make sure they are protected and respected while workplace conflicts are resolved.
  
  
• Foundational Fairness: the extent to which the workplace is consistently experienced as a fair place – full participation relies on a universal trust that the organisation strives for fairness.
  
  
• Mutual Inclusion & Support: the degree to which employees feel encouraged to participate in the organisation as fully-fledged team members – which depends on feeling safe to express oneself and encouraged to participate.
  
  
• Organisational Belonging: how strongly employees feel that they are able to see themselves in – and meaningfully identify with – the organisation as an inclusive community.

Alternative: IEC's Diversity, Equity & Inclusion Survey

IEC, a US-based full-service Diversity, Equity & Inclusion (DEI) consulting firm, have assisted Fortune 500 companies, government agencies, universities and not-for-profit organisations since 1988 to create, assess and manage diversity in their workplace. IEC's DEI survey was designed to provide organisations the comprehensive data they need to lay a strong foundation for their DEI efforts. The survey solicits a broad spectrum of information from employees and managers across 14 subscales (i.e. a group of questions that, together, assess an issue):