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An inclusive workplace culture doesn’t happen by chance – it requires intentional effort and regular assessment. Tripartite Alliance for Fair & Progressive Employment Practices (TAFEP) shares three ways to measure inclusion and turn insights into meaningful improvements.
Building an inclusive workplace culture is not just a feel-good matter – it’s a smart business strategy. An inclusive workplace is one where there’s mutual respect and employees from diverse experiences are valued. This is an environment that fosters psychological safety, which in turn encourages knowledge sharing that enhances your organisational capabilities and drives better business outcomes.
An inclusive workplace doesn’t happen by chance – it requires intentional effort to build and sustain an inclusive culture. Continuously measuring inclusion is therefore crucial because it helps your organisation understand where they currently stand, assess the effectiveness of your practices, and identify areas for improvement, which then informs organisational efforts.
But how does one measure something as intangible as inclusion? In this article, we share practical tips for gathering data to measure workplace inclusion, and how to act on them to make improvements.
Tip #1: Include inclusion-related questions into employee surveys
Consider using an agreement scale (e.g., five-point scale with response options ranging from "Strongly Disagree" to "Strongly Agree") to capture employees’ sentiments about the current level of inclusion in the workplace with such statement examples:
- “I feel comfortable sharing my ideas at work.”
- “People from all backgrounds are treated fairly here.”
Questions on workplace inclusion can be seamlessly integrated into existing employee surveys to better understand employees’ experiences and perceptions of the workplace environment.
Tip #2: Gather qualitative responses through open-ended survey questions or small-group discussions
Qualitative responses offer deeper insights that complement quantitative survey results. These insights could be collected through open-ended questions in the employee surveys or confidential small-group discussions facilitated by a trained manager or a HR representative.
Tip #3: Incorporate inclusion into manager feedback processes
Managers play a critical role in shaping an inclusive work environment. One effective way to assess and reinforce inclusive leadership is by gathering structured feedback on their inclusion-related behaviours.
If 360-degree feedback for managers is already in place – where managers receive feedback from various sources such as direct reports and from peers – inclusion-related questions can be incorporated into this process. Otherwise, they can be collected through an anonymous feedback form.
Some examples include:
- “My manager is open to feedback, even when it challenges their views.”
- “My manager avoids favouritism and is mindful of unconscious bias.”
- “My manager demonstrates a genuine commitment to creating an inclusive team culture.”
Turning metrics into meaningful improvements
Measuring inclusion is a crucial step – but the real value lies in what comes next. Here are some ways to use metrics to drive tangible change:
1. Identify a few specific areas to address in the near term, instead of trying to tackle everything at once.
Consider the data holistically and develop action plans to improve in the identified area.
For example, if there are low survey scores or several feedback gathered about how managers generally do not treat team members fairly, your organisation could consider equipping managers with inclusive leadership training.
2. Identify whether specific groups are experiencing lower levels of inclusion.
Segment the data by demographic characteristics such as age, job level, length of service. For example, while the survey statement “I feel comfortable sharing my ideas at work” may receive a high average score, analysing the scores by age groups may reveal that employees from certain age groups feel significantly less comfortable to do so.
Such an insight would highlight the need for targeted efforts to better understand their experiences and seek their feedback on how psychological safety could be strengthened.
3. Communicate transparently and regularly on progress.
Share key insights and planned actions with employees on the identified areas for improvement. This helps build trust with employees and reinforces the organisation’s commitment to inclusion through accountability. Regular progress updates can be shared with all employees through platforms such as townhalls and internal newsletters.
Ultimately, cultivating workplace inclusion is not about striving for perfection. It’s about making meaningful progress by understanding your employees’ lived experiences in the organisation and using those insights to build a better workplace that drives stronger business outcomes.
The Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) provides information and resources to help employers and HR professionals keep abreast of HR best practices. Visit tafep.sg to find out more.
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