Ways to Measure the Diversity Readiness in a Workplace

Anonymous surveys, focus groups and interviews can all help assess workplace diversity readiness.

Creative, powerful workplaces rely on a diverse roster of employees to address customer needs, develop effective solutions and contribute to the growth and evolution of successful companies. Determining the readiness of your workplace to cultivate and embrace diversity can be tricky, as not everyone understands the definition of diversity or may not feel comfortable addressing concerns and questions related to diversity. Using different ways to measure diversity readiness in the workplace can help achieve a more accurate picture of attitudes and beliefs in your company.

Definition

Workplace diversity can be defined as variation in perspectives and approaches, interconnecting different cultures, nations and belief systems in the business world. Basic dimensions of diversity might include age, ethnicity, gender, physical ability and sexual orientation, according to Work Info. Secondary dimensions of diversity include geographic location, income, parental status, marital status, political beliefs and religious beliefs. Workplace diversity welcomes and respects these differences. Diversity readiness can be thought of as the ability of workers' and the organization's ability to welcome and respect differences.

Anonymous Surveys

One way to measure diversity readiness in the workplace involves anonymous surveys. Not everyone feels comfortable discussing their views about diversity in the workplace, either because they're not sure whether their opinions are acceptable or for fear of saying the wrong thing. Anonymous surveys allow individuals to answer questions about their own professional readiness to embrace workplace diversity, as well as identify problematic areas without fear of reprisal. Professionals can answer multiple-choice questions or write short answers to questions about diversity in their workplace.

Checklists

Another diversity readiness measurement tool involves checklists. Employers can provide managers and supervised employees with positive, negative or neutral statements about diversity in their workplace and ask respondents to check boxes corresponding to statements they feel to be true about the business. For example, statements might read, "My workplace should offer additional training to better educate me about respecting diversity" or "My workplace currently provides me with resources that make me feel equipped to participate in a diverse workplace." Employers can evaluate and compare responses to develop strategies for better incorporating diversity principles.

Report Cards

Employers can also ask workers to complete report cards on various aspects related to diversity readiness to identify company strengths and areas for improvement. For example, if employees consistently assign a "C" grade to a report card category titled "Workplace conversations never veer toward inappropriate racial jokes," it's time to address appropriate and respectful workplace conversation with regard to respecting diversity.

Interviews

Smaller workplaces might find that in-person interviews are an intimate platform for holding discussions about diversity readiness. Employees can ask questions, share concerns or suggest ideas for increasing readiness during these conversations. Assuring employees that their conversations remain confidential increases effectiveness.

Focus Groups

Moderated focus groups also help assess workplace diversity readiness. Employees may appreciate the opportunity to speak candidly about diversity challenges, brainstorm for ideas to increase readiness or compare strategies and policies from previous work experiences to create strong approaches in the current workplace.

References

• Workforce Diversity Network; Thinking About Diversity of Thought; Susan Woods
• International Center for Advanced Mediterranean Agronomic Studies; Rethinking the Future; Ziauddin Sardar
• Foothill DeAnza Community College District: Diversity in the Workplace
• MDB Group: Improving Profitability and Managing Reputation Through Diversity, Inclusion and Intercultural Expertise
• Work Info: Measuring Diversity