What's the Inclusion Survey?
The Inclusion Survey project began in 2015 as an open source collaboration between Paradigm and Culture Amp. Having a diverse and inclusive culture is critical for culture-first companies, but it's quite difficult to measure our complex social identities and how they play out in the workforce. While traditional diversity metrics rely on representation (how many women and how many minorities), the Inclusion Survey measures the employee experience of all groups and highlights where you may have blind spots.
Should you have any questions about running this survey, please reach out to email@example.com and we would be happy to assist you. Because of the sensitive nature of the questions and legal considerations in different countries, extra care should be taken by stakeholders and survey admins.
What are the questions on the Inclusion Survey?
Here are answers to the common questions we get for the Inclusion Survey
- The Inclusion Survey is, by default, an unattributed survey. This means responses aren’t tied to any employee data, not even email or IP address. This guarantees 100% anonymity to respondents but it also means we can’t track your participation rates or send invites/reminders from the system.
- Unlike other surveys, we discourage making edits to the existing questions. They were formulated from specific research, as well as formatted and tested in a specific manner.
- The template is US-centric when it comes to the self-select diversity demographics. If you’re launching the survey in another country, you'll want to pay extra attention to demographic options and specific language used. We cannot assist you when it comes to the legality or impact of running this survey in particular geographies/jurisdictions. It is up to your legal team to advise on how to best run this survey in a way that minimizes potential risk.
- Clear pre-communications are critical to the achieving a high participation rate for the Inclusion Survey. Because you are asking sensitive, personal questions, make sure you articulate the value of collecting this information and how it will be used.
- When sending the survey invites and reminders, consider removing the authorization code from the survey invite to reduce friction for participants taking the survey.
- Once you've run the survey, ask to have the benchmarks uploaded into your survey account. We can also add you to the private Inclusion Survey channel on our People Geeks Slack channel to talk to other companies who have already run the survey.