Your inclusion surveys may be doing more harm than good.
According to Eqtble, employees express concerns about the anonymity of their responses, particularly when asked about sensitive topics such as race, gender, and sexual orientation. And a recent poll on LinkedIn showed that 57% of employees assume the survey is not confidential.
This question from an employee is a perfect illustration of what employee fears:
Source:Forbes
When employees fear retaliation or feel their personal information might be linked back to them, they’re less likely to provide honest feedback. Furthermore, up to 30% of employees may decline to answer demographic questions altogether due to these concerns. If your employees don’t trust the process, they’re not telling you how they really feel, and without that honesty, creating a truly inclusive environment is nearly impossible. A strong Cultural Intelligence (CQ) framework can help you design surveys that are safe, respectful, and trusted across all cultures and backgrounds.
I believe there are three critical factors that can encourage employee engagement in responding to your DEI survey: anonymity, data protection, and confidentiality.
The Fear of Retaliation: Why Anonymity is Crucial
One recurring issue in many organisations is that employees fear being singled out for their responses. I’ve been in countless firms where people are hesitant to fill out DEI surveys (including myself) because they are worried their honesty might come back to bite them. This fear is even stronger for those from minority groups or marginalised backgrounds.
I believe that anonymising surveys is key. When employees know their responses are anonymised, they are more likely to disclose demographic data (like gender, ethnicity, or job role) if they feel safe doing so.
Data Protection
Additionally, in countries where GDPR applies, employees have the right to refuse providing personal data, and companies are legally required to respect that. Organisations must not only comply with these regulations but also prioritise data protection as a cornerstone of their survey processes.
Confidentiality.
In a context where organisations seek to track their DEI progress, it is imperative to provide guarantees and reassurances that data will be used solely to advance DEI strategies. Given that organisations now need to collect more personal data than ever, establishing trust in how this information is managed becomes crucial.
Build Trust: Outsourcing Your Surveys is the Key to Honest Feedback
Another barrier to honesty is mistrust. If employees think their responses are being scrutinised internally, they’re likely to withhold critical feedback. That’s why, I believe, it’s best to bring in an external firm to conduct these surveys. A neutral third-party organisation eliminates bias and reassures employees that their feedback will be handled impartially. This layer will help build trust, especially when employees know the process is fair and respects their privacy.
The Role of Cultural Intelligence in Gathering Feedback
Cultural Intelligence (CQ) plays a vital role in collecting feedback effectively. CQ ensures we’re asking the right questions in ways that resonate with diverse backgrounds. Individuals from different cultural contexts may interpret questions differently, so survey design should be thoughtful and inclusive. The goal is to capture an accurate, respectful snapshot of how employees from various cultural and social identities experience your organisation.
Moreover, if your organisation has offices abroad, it’s essential to adapt the design and questions to fit the local cultural contexts. By blending CQ into your survey methods, you ensure that the feedback truly reflects a diverse spectrum of experiences.
In summary, the success of your inclusion surveys hinges on a multifaceted approach that prioritises anonymity, data protection, and confidentiality. By integrating a Cultural Intelligence (CQ) framework, organisations can craft questions that are accurate and nuanced, effectively navigating the complexities of cultural differences. This thoughtful and inclusive approach not only enhances the reliability of feedback but also promotes trust among employees, creating an environment where every voice is valued. Ultimately, prioritising CQ in your DEI efforts will cultivate a truly inclusive workplace culture where employees feel safe and empowered to share their thoughts.
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