ConnectingCultures’ DiversityDiagnostics is an inclusion measurement tool offered to organizations that want a valid, data-driven assessment of employee well-being and the overall inclusion of diversity in their workplace.
Analysis: Inclusion Survey
DiversityDiagnostics (DiDi)
Inclusion Measurement Tool
Getting started with D&I in your organization can feel overwhelming and complex — but it’s worth it.
When diversity in an organization is actively included, there is much to gain: higher levels of innovation, stronger performance, better retention rates, and greater employee satisfaction. At ConnectingCultures, we work purposefully to create equal opportunities for all employees and to leverage the potential and added value in an organization’s diversity.
Output
A valid, data-driven inclusion report providing a status on diversity and inclusion within the organization. This report can be used to formulate and implement targeted DEI strategies.
Goal
The goal is to identify the extent to which your organization is inclusive, non-inclusive, or exclusive, on which areas, and regarding which employee and minority groups (both individually and intersectionally). This also includes identifying concrete situations where specific employee groups experience being non-included or outright excluded, either personally or among colleagues, and thus highlight areas with potential for improvement.
Reporting and Co-Creation
The reports illustrate these findings and, if desired, provide actionable recommendations for the organization’s continued work with Diversity and Inclusion.
To best translate the report’s results into inclusion initiatives and diversity strategies, we often conduct co-creation processes with the organization’s DE&I initiators or working group once the results are available. We believe – and have experienced – that combining our expertise in DE&I strategies with the survey results, together with your knowledge of the organization, its resources, and priorities, creates the ideal setup to formulate sustainable and implementable DE&I strategies.
Background Parameters
– or demographics – used to measure inclusion both individually and intersectionally within employee groups are defined by the client and ConnectingCultures.
GDPR
We have developed a method for measuring multiple relevant parameters, including personal and sensitive data, which has been approved by a lawyer specializing in GDPR and tested in several organizations.
Demographics successfully measured in previous surveys include:
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Gender and gender identity
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Cultural background / nationality
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Ethnicity
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Physical disabilities
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Neurodiversity
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Social background
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Sexual orientation
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Political beliefs
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Language skills
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Religion
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Family situation
Method
Methodologically, we combine qualitative and quantitative questions and answer options, developed by ConnectingCultures’ diversity and inclusion consultants in collaboration with researchers and data specialists. We carefully tailor content to the specific workplace based on its workforce composition and daily workflows and processes.
We have used various methods, the most common being surveys, focus groups, and interviews.
We collaborate with SurveyXact for collecting quantitative data, with all data stored in Denmark.
Detailed Information on the Inclusion Survey:
The survey’s qualitative and quantitative questions focus on specific everyday work situations, such as meetings, decision-making processes, speaking time, and the experience of being included in formal and informal networks. They also cover access to decision-making forums, skills development, career progression, and more.
Employee Well-Being and Inclusion
The survey examines employees’ overall well-being, recognition, and sense of belonging, as well as experiences with career opportunities, work-life balance, and turnover risks.
Intersectional Analysis
We analyze inclusion challenges in specific work situations and interactions, focusing on employee and minority groups both individually and intersectionally. Intersectional analysis looks at employees belonging to multiple demographic groups simultaneously—for example, younger international employees, non-heterosexual men, non-binary employees under 30, or women with young children.
Insights and Strategy
By comparing these groups with the overall population, we provide a clear understanding of inclusion gaps, forming a strong basis for actionable inclusion strategies and guidance for the organization’s DE&I work.
Competency Development
Based on the report, we can help develop competency-building programs. This can be delivered by ConnectingCultures’ consultants through workshops on diversity and inclusion, unconscious bias, and cultural intelligence, or co-created with the client. Options include co-creation processes and train-the-trainer programs to enable internal trainers to lead future initiatives.
