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Holding Yourself Accountable: Diversity and Inclusion Questionnaire.

16th August 2024 by Mark Holt
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Divrsity is the UK's EDI Survey Platform. Out-of-the-box, our platform includes more than 60 Diversity and Inclusion that are constantly evolving and, together with our built-in analytics & AI driven insights, are proven to generate insights.

But, as senior leaders, we set the tone, drive culture, influence policies, and ultimately hold the power to catalyse real change. It's not "about them" but as Mahatma Gandhi (actually) said "If we could change ourselves, the tendencies in the world would also change". So, in addition to Diversity and Inclusion Survey questions, it's interesting to think about whether we, as senior leaders, have great answers to the following individuaul Diversity and Inclusion questions.

Remember, it's not about having perfect answers but demonstrating progress, accountability, and commitment.

29 Meaningful Diversity and Inclusion Questions for Senior Leaders

Section Zero: Table Stakes

  1. Are you familiar with the UK's Equality Act 2010? (If you miss this one, then we're in trouble)

Section 1: Understanding and Commitment

  1. What is our organisation's definition of diversity, equity, and inclusion, and how do we measure success? (See The UK's Equality and Human Rights Commission's [EHRC] guidelines on measuring equality)
  2. How does our leadership team embody the principles of D&I, and what steps have they taken to address their own biases?
  3. Can you articulate a clear business case for why D&I is essential to our organisation's success?

Section 2: Data-Driven Insights

  1. What are our organisation's current diversity metrics (e.g., employee demographics, pay gaps), and how do we plan to improve them? (See the UK Government's guidance on reporting gender pay gaps)
  2. How do we collect and act upon feedback from underrepresented groups within our organisation?
  3. Can you share specific examples of how data has informed our D&I strategies?

Section 3: Inclusive Culture

  1. What steps have we taken to create a culture of psychological safety, where employees feel empowered to speak up without fear of retribution? (See the UK's CIPD report on creating a positive work environment and our blog article on Inclusive Meetings)
  2. How do we ensure that our policies and procedures are free from bias and inclusive of all employees?
  3. Can you describe our approach to recognising and celebrating different cultural events and holidays?

Section 4: Leadership Accountability

  1. What consequences are in place for leaders who fail to meet D&I targets or exhibit biased behaviour? (See the UK's EHRC guidance on addressing discrimination)
  2. How do we hold our leaders accountable for promoting a culture of inclusion?
  3. Can you share examples of how our leadership team has actively sponsored underrepresented employees?

Section 5: Talent Acquisition and Development

  1. What strategies have we implemented to attract and retain diverse talent, including those with diverse work experience, neurodiversity, spanning different age ranges, and including those with disabilities? (See The UK Government's Disability Confident employer scheme, and check out how Divrsity can help inform your recruitment strategy using top-of-funnel EDI Surveys)
  2. How do we ensure that our recruitment processes are free from bias and inclusive of all candidates? (See our article on Creating an Inclusive Recruitment Process
  3. Can you describe our approach to developing and promoting under-represented employees into leadership positions?

Section 6: Community Engagement

  1. What partnerships have we formed with external organisations to promote D&I and support underrepresented groups? (See The UK's Business in the Community reports on responsible business)
  2. How do we engage with local communities to understand their needs and promote our D&I efforts?
  3. Can you share examples of how our organisation has contributed to broader social mobility initiatives?

Section 7: Results-Oriented (see our article on Performative DEI)

  1. What specific, measurable results have we achieved through our D&I efforts (e.g., increased diversity metrics, improved employee engagement)?
  2. How do we measure the ROI on our D&I investments?
  3. Can you describe any innovative solutions we've developed to drive D&I progress?
  4. How do we ensure that our products or services are accessible to a diverse customer base?

    See The UK's Accessible Technology Charter outlines best practices for creating technology that is inclusive and accessible. Leaders should consider how DEI initiatives can be incorporated into their product or service development strategies by seeking input from diverse stakeholders, addressing accessibility concerns such as color contrast and font size, and offering alternative formats where necessary.

Section 8: Continuous Improvement

  1. What processes have we put in place for regular D&I audits and assessments? (See The UK's EHRC guidance on conducting equality impact assessments)
  2. How do we encourage a culture of continuous learning and improvement around D&I?
  3. Can you share examples of how we've used employee feedback to refine our D&I strategies?
  4. What are the outcomes of our Employee Resource Groups (ERGs) or similar initiatives, and how have they influenced company policy?

Section 9: Governance

  1. What role does our board play in overseeing and driving our organisation's D&I agenda? (See The UK Corporate Governance Code)

Conclusion

If you can't confidently answer these questions, it may be time to re-examine your commitment to diversity and inclusion. Remember, D&I is not a tick-box exercise; it requires sustained effort, dedication, and a willingness to confront uncomfortable truths.

By holding ourselves accountable for our D&I efforts, we can create a more inclusive workplace culture that drives business success and benefits both employees and the wider community.

How did you do?

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