Survey Outcomes What We Know
Following the analysis of responses, graphical ‘heat maps’ per each of the four dimensions were constructed to indicate, visually, and on a scale of 1 to 5 (1 being poor and 5 being excellent), how different groups of respondents felt about each of the four dimensions along the lines of demographic, regional, position and seniority held in their organisation, among others.
Example: Ethnicity and the four dimensions
Accountability & Power of Influence
Delivering Change
Sustaining Changes
Ownership
Ethnicity
Any other
3.88 3.94 3.88 4.01 3.75 3.94 3.38 4.11
3.75 3.91 3.53 3.86 4.75 3.65 4.03 4.09
3.13 3.59 3.20 3.64 3.88 3.19 3.47 3.67
3.79 3.91 3.69 3.88 4.75 3.48 3.97 4.07
Asian Black
Hispanic or Latina/o/x
Indigenous Multiracial
Prefer not to say
White
Variances by group and dimensions provide visual comparisons on potential areas for improvement and advancement when it comes to diversity, equity and inclusion (DEI). In this example we see ‘Black’ respondents reflect a .27 variance when compared to White-identifying respondents in the category of Delivering Change, for example. There is a significant trend noticed where the same ethnic group has different DEI perceptions depending on their job grade. The Importance of Benchmarking an Understanding of DEI Defining Equity Achieving equity as an organisational goal requires that there is a common understanding of not only what ‘equity’ means, but what it means to want to achieve equity. It is important to note that diverse perspectives, life experience, region, age, race and ethnicity, political views, and professional experience, among other aspects, might make it challenging for any organisation to achieve a unanimous consensus on what and how ‘equity’ can be achieved unless a previous baseline knowledge of how individuals understand the principles of diversity, equity and inclusion are established. The same can be assumed of an individual’s fundamental understanding of the term ‘racism,’ its history, application, and fundamental impacts on their personal and professional lives. Especially important is the realisation that global awareness, adoption, and understanding of the principles of diversity, equity, and inclusion will vary at the organisational, personal, and employment type levels. In approaching the survey, and its questions, it can be assumed that there will be a varied understanding of the term DEI and associated concepts.
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