Inclusion and Belonging Workforce Diversity Survey

Inclusion and Belonging. Human resource professionals want to recruit and retain the best talent pool possible. Thus, depending on company human resource practices and discipline, a workplace survey is important in understanding the impact of current policies and programs. This allows HR managers to identify key areas for improvement. The opinions and attitudes of company employees are strongly tied to human resource areas such as staffing, employee benefits, diversity, job satisfaction and global human resource. Generally, human resource management surveys help business organizations to connect with employees’ roles and responsibilities, work and performance with goals of the business (Bratton & Gold, 2017). Therefore, it is important to make survey results accurate and authentic because they help to shed light upon metrics used by managers to track and needed deliverables to present to organizational progress. This paper presents a survey about workplace inclusion and belonging in order to measure diversity in an organization. The questions are rated using the Likert scale.

Inclusion and Belonging. Measuring diversity is important because it allows companies to make better decisions and develop a happier workplace. This improves overall performance and increases revenue. The identified areas for improvement result to a more productive work force. Therefore, building a workplace culture that prioritizes inclusion and belonging is the best approach to attract and retain diverse and talented workforce as well as in creating a sustainable workforce. Inclusion and belonging make employees feel supported (Goswami & Goswami, 2018). Belonging and inclusion survey template is important in understanding areas doing well and where there is room for growth and improvement.

Inclusion and Belonging. Inclusion and Belonging Survey Template

1. Do you agree that the organization has an inclusive work environment where staff diversity at all levels is valued and encouraged?

Strongly disagree	Disagree	Neither disagree nor agree	Agree	Strongly agree

2. Do you feel like you belong in the organizational workforce?

Strongly disagree	Disagree	Neither disagree nor agree	Agree	Strongly agree

3. When you speak up at work, is your opinion valued?

Strongly disagree	Disagree	Neither disagree nor agree	Agree	Strongly agree

4. In your department, is offensive behaviour (discrimination, sexual harassment and insensitive remarks) tolerated?

Strongly disagree	Disagree	Neither disagree nor agree	Agree	Strongly agree

5. Does the management value the diverse ideas and perspectives that come from the workforce from different cultures and life experiences?

Strongly disagree	Disagree	Neither disagree nor agree	Agree	Strongly agree

6. Are you treated fairly in the organization in terms of race, age, religion, ethnic background, sexual orientation, disability or veteran status?

Strongly disagree	Disagree	Neither disagree nor agree	Agree	Strongly agree

7. In what areas are your main concerns? Tick appropriately.

1	Race
2	Age
3	Religion
4	Ethnic Background
5	Sexual Orientation
6	Disability
7	Veteran Status

8. Is your job performance evaluated fairly?

Strongly disagree	Disagree	Neither disagree nor agree	Agree	Strongly agree

9. Do you ever feel left out at work because of any diversity reasons either during work activities or socially?

Strongly disagree	Disagree	Neither disagree nor agree	Agree	Strongly agree

10. Do you feel a valued and essential part of the organizational workforce?

Strongly disagree	Disagree	Neither disagree nor agree	Agree	Strongly agree

11. What are your recommendations for embracing belonging and inclusion in the organization……………………………………………………………….?

Inclusion and Belonging . Belonging is the perception that an employee is part of the workforce and an essential member of that team. Inclusive workplace nurtures the employee emotional and social needs to connect with others. Thus, when employees feel they belong to the workforce, they become emotionally supported at work and improve performance and team teamwork. According to Starr-Glass (2017), the objectives of inclusion focus on three aspects. The growth of mindset; this focuses on the culture that suggests the abilities, talents, and intelligence fixed traits.

Inclusion and Belonging. This can hinder the feeling of growth and belonging, especially from minority groups. Belonging; this is the feeling you don’t belong to the group due to various aspects of social identity. The objectivity of the survey is to establish the perception in an organization about fair and transparent criteria for advancement. The data will be collecting using questionnaire methodology by submitting survey questions through the organizations. The survey will be done online and through the manual approach to all workforces. The data will be collected and analyzed and correlated to measure inclusion and belonging that draws from behavioral science. The main challenge of establishing the survey construct is the risk faced by organizations that employees do not value diversity and can lead to misleading responses.

References

Bratton, J., & Gold, J. (2017). Human resource management: theory and practice. Palgrave.

Goswami, S., & Goswami, B. K. (2018). Exploring the Relationship between Workforce Diversity, Inclusion and Employee Engagement. Drishtikon: A Management Journal, 9(1).

Starr-Glass, D. (2017). Workforce Diversity in Small-and Medium-Sized Enterprises: Is Social Identification Stronger Than the Business Case Argument?. In Managing Organizational Diversity (pp. 95-117). Springer, Cham.