# data[].attributes.body
https://www.diversityaustralia.com.au/test-your-own-unconscious-bias/

# data[].attributes.attachment_link.readable_text
"Unconscious or hidden beliefs - attitudes and biases beyond our regular perceptions of ourselves and others - underlie a great deal of our patterns of behaviour about diversity."

2008 Diversity Best Practices: Proven Strategies for Addressing Unconscious Bias in the workplace.

To learn more about your own biases:

Seek out feedback from your team and peers about whether your personal preferences and beliefs inadvertently hinder diversity.

Make a positive effort to learn more about the experiences of those not in your 'in-group'.

# data[].attributes.attachment_link.title
Test Your Own Unconscious Bias, with "Implicit Association Test"

# data[].attributes.attachment_link.description
The Implicit Association Test (by Harvard) is the most effective online tool to gain greater awareness about one's own unconscious biases, preferences &beliefs.

# data[].attributes.body
https://tripoded.com/surveys/diversity-equity-inclusion-survey/

# data[].attributes.attachment_link.title
Diversity, Equity, and Inclusion Survey -Tripod Student & Teacher Surveys

# data[].attributes.attachment_link.description
A toolkit of resources and ideas about Tripod's 7Cs framework.

# data[].attributes.body
https://docs.google.com/document/d/1z4EyOHDbCeKXVCXgOk6Y5aOTbs4SkTEESTp86CJS_GY/edit

# data[].attributes.headline
AISL Justice, Equity, Diversity and Inclusion

# data[].attributes.subject
AISL Justice, Equity, Diversity and Inclusion

# data[].attributes.body
https://docs.google.com/document/d/198LSlM9ZgRtMUtODJXgSYkd6FxV014GmI1CaJYn6w0U/edit

# data[].attributes.attachment_link.title
AISL Justice, Equity, Diversity and Inclusion

# data[].attributes.body
https://www.edutopia.org/article/preparing-staff-diversity-equity-and-inclusion-initiatives

# data[].attributes.attachment_link.readable_text
Getting teacher buy-in is the most important step, and laying the groundwork for frank conversations will help administrators start.

The racial reckoning of the last year has caused many schools to reexamine their diversity, equity, and inclusion (DEI) policies and priorities. Often, one of the biggest challenges that schools face in doing this work is getting their entire faculty and staff on board. When there isn't agreement on why these initiatives are needed or what they should try to accomplish, it lessens the possibility of systemic implementation.

For DEI work to be systemic in schools, schools need to establish professional learning communities (PLCs) working together to tackle the most pertinent items in their school context. But this type of work isn't easy. I have personally witnessed faculty meetings erupting in anger around race and privilege when conversations weren't framed respectfully and agreements were not made beforehand by each of the participants. Although it's normal for difficult conversations to create tension and discomfort, I don't believe there's ever a place for us to break collegiality by harming others with our words. It doesn't create healing or get us closer to the purpose of DEI.

Having Difficult Conversations

You'll want to start small because systemic change takes time. Therefore, set realistic goals and focus on small, high-leverage steps that yield tangible shifts in the interpersonal dynamics between the staff. Improved discourse between educators and making faculty meetings intellectually safe spaces are two important goals. This way, teachers and staff won't be afraid to voice their views and get constructive feedback.

An important takeaway here is that the adults collectively need to take the necessary time to create positive change in school-wide climate, culture, policy, routines, and rituals before it can occur with students.

Successful outcomes in school climate and culture will require conversations, resources, and actionable steps both in faculty meetings and classrooms.

Difficult conversations in schools pertinent to DEI vary depending on school context (e.g., population demographics). Some may include, but are not limited to, defining antiracist work, improving inclusion for various groups, managing diversity for making schools safe, carrying out equitable practices, and enabling diverse narratives across the curriculum.

When dealing with topics involving race or others where the adults don't agree (e.g., social justice, emotionally charged current events, systemic racism), it's critical to establish equity of voice, set ground rules for continued discussions, and define microaggressions in order to develop a school-wide culture of inclusivity that is free from harm for all. The term microaggressions often refers to both intentional and unintentional verbal, behavioral, and environmental insults perpetrated against people of color.

It's important to note that microaggressions are not just about race. Dr. Derald Wing Sue wrote in his paper on the subject, "While microaggressions are generally discussed from the perspective of race and racism, any marginalized group in our society may become targets: people of color, women, LGBT persons, those with disabilities, religious minorities, and so on."

Try using circle practice to provide structure for difficult conversations between educators. To make a safe and inclusive environment for staff, these are some of the transformational norms and agreements I encourage school leaders to model and implement with their staffs during circles:

1. Everyone participates. This does not mean that everyone will speak, but it does mean that everyone will look and pay attention to whoever is speaking.

2. Don't require people of color on staff to share their traumatic experiences or lead the work. Instead, provide us the opportunities to contribute according to our comfort levels, and be mindful not to tokenize us. Consider bringing in experts who have checked their own biases and who have valid DEI expertise-regarding research, methodology, and facilitation.

3. Speak from the heart, and be open to feedback. Staff members are encouraged to speak their truth respectfully. They will also need to be open to receiving feedback when their perspective needs to change because it limits students and thus causes harm to them and other colleagues.

4. Listen from the heart. Staff members are encouraged to listen to their colleagues without allowing their personal views to write them off completely. This will be difficult, but the structure and norms will allow for constructive feedback and dialogue to occur over time, which will cause some people to eventually change their limiting beliefs (implicit biases) that harm students.

5. What is shared in the circle stays in the circle. Often staff members do not express themselves for fear of how their words may land, or they lack the confidence to advocate for themselves or others. By everyone agreeing to leave what's shared in the circle, trust is established over time.

Curating Reputable Resources

To keep these conversations going, educators must commit to continuous growth (individually and collectively) and also to working with students. This requires excellent resources along with structure for their use.

These should include videos, how-to blogs, published research, and replicable activities for the classroom and teacher professional development.

Before undertaking this work with students, the adults will need to do their homework. We can't be the lead teachers on DEI issues and learn alongside the kids. We need to be deeply informed about the systemic structures and barriers that have marginalized the folks we are trying to empathize with-along with the effects (data) of the inequities and trauma caused.

A simple structure like the text-based seminar or circle practice, along with tweaks to the abovementioned norms and shared agreements, works well for small and grade-level PLCs doing professional development. Here are readings and resources covering multiple contexts.

# data[].attributes.attachment_link.title
Preparing Staff for Diversity, Equity, and Inclusion Initiatives

# data[].attributes.attachment_link.description
Getting teacher buy-in is the most important step, and laying the groundwork for frank conversations will help administrators start.

# data[].attributes.headline
Pulse Check: 2 Ways To Create A Safe Space For DEI Dialogue

# data[].attributes.subject
Pulse Check: 2 Ways To Create A Safe Space For DEI Dialogue

# data[].attributes.body
https://kgdiversity.com/pulse-check-2-ways-to-create-a-safe-space-for-dei-dialogue/

# data[].attributes.attachment_link.readable_text
How do we create a safe space in the workplace during these difficult times? While many of us would like the outside world to remain outside the workplace, we are all human beings. The reality is, what happens in our personal lives impacts our work lives and vice-versa. This means it will be hard to avoid difficult conversations if we are to build trust and teamwork. There are two strategies that we strongly believe will help make those conversations constructive and ones from which we can grow.

The first is an open mind mindset. We can't hear the other person with a close mind let alone listen to their point of view. We don't have to agree but we are all better when we understand.

The second strategy is to always seek to extend grace. People are different and have different experiences. When you extend grace you create an environment for others to do the same. They get to tell you about their experiences versus defending them. Grace is also not agreement but rather goodwill - the ability to not judge what others are saying but to seek understanding.

Having an open mind mindset and extending grace is critically important when broaching difficult conversations. You will be amazed at what you will be able to discuss, agree, and disagree on and how much you will grow through the ability to have those discussions.

# data[].attributes.attachment_link.title
Pulse Check: 2 Ways To Create A Safe Space For DEI Dialogue

# data[].attributes.attachment_link.description
How do we create a safe space in the workplace during these difficult times? While many of us would like the outside world to remain outside the workplace, we are all human beings. The reality is, what happens in our personal lives impacts our work lives and vice-versa.

# data[].attributes.body
https://docs.google.com/document/d/1l5fvIknvnULy5_DuX9t5PRMXsdW21F59/edit?usp=sharing&ouid=111880278480974116447&rtpof=true&sd=true

# data[].attributes.body
https://implicit.harvard.edu/implicit/takeatest.htm

# data[].attributes.body
https://docs.google.com/document/d/1yKcryV-Fj23tO-ErKI7WQ01-pPlIA-B5_s55K6joqms/edit

# data[].attributes.body
https://www.nextgenlearning.org/articles/transforming-high-school-by-engaging-student-voice-co-creating-learning-experiences

# data[].attributes.attachment_link.title
Co-Created Learning Transforms by Engaging Student Voice | NGLC

# data[].attributes.attachment_link.description
How students see their voices impact learning, gain autonomy & transform education through co-created projects with teachers at Vista High School.

# data[].attributes.body
https://brightmorningteam.com/wp-content/uploads/2019/09/Conscious-Competence-Ladder.pdf

# data[].attributes.body
https://members.readingandwritingproject.org/resources/culturally-responsive-curriculum

# data[].attributes.body
https://twitter.com/PerrerasAlysa

# data[].attributes.attachment_link.embed_code
Tweets by PerrerasAlysa

# data[].attributes.body
https://www.liberatingstructures.com/12-2510-crowd-sourcing/

# data[].attributes.attachment_link.title
Liberating Structures - 12. 25/10 Crowd Sourcing

# data[].attributes.attachment_link.description
liberating structures, social invention.net, microstructures, disruptive innovation, behavior change, collaboration, social invention, diffusion of innovation, strategy, transformation, heuristics, complexity science, emergence

# data[].attributes.body
https://www.unigo.com/aboutus/how-to-start-a-scholarship-fund

# data[].attributes.headline
A Culture of Inclusion: Promoting Workplace Diversity and Belonging

# data[].attributes.subject
A Culture of Inclusion: Promoting Workplace Diversity and Belonging

# data[].attributes.body
https://www.businessnewsdaily.com/10055-create-inclusive-workplace-culture.html

# data[].attributes.attachment_link.readable_text
Cultural inclusion starts from the top down. It is imperative that business leaders display inclusive behavior.

Ask employees for feedback on how to improve your company's diversity and inclusion in the workplace.

Cultural inclusion can improve your company culture and ultimately help your bottom line.

This article is for employers, HR professionals, and business leaders who want to learn how to create an inclusive workplace culture.

Diversity is an important issue for any modern business. But it's not enough to hire people of different nationalities, races, genders and sexual orientations - everyone needs to feel like they are truly welcome, safe and free to be themselves in the workplace.

How to develop an inclusive work culture

Although many businesses are moving towards more inclusive and diverse workforces, there is still much progress to be made. Here are some simple steps you can take as a leader to promote an inclusive company culture. [Communication and involvement matter when promoting diversity.]

1. Start from the top.

As with any facet of company culture, creating and encouraging a sense of belonging in your workplace begins at the leadership level. The company's founders and executive team need to have a desire to build a diverse culture and hire people who are open to working with people of all different nationalities, skin colors, genders and sexual orientations, said Eloise Bune, co-founder of Tentrr and former CEO of ScribbleChat.

"If diversity is not a company goal ... it just won't happen," she said. "People tend to hire people like them so they are comfortable and rarely challenged. It is human nature."

Jason Beckerman, CEO of Unified, said a healthy business starts by having a healthy company culture.

"We strive to provide all of our employees with the tools and skills necessary to shine, and that starts with letting your employees know that yes, you can be exactly who you are here," Beckerman said.

2. Focus on inclusive recruitment strategies.

Once your company's leadership sets the tone, it's easy to extend that attitude throughout the organization.

"What is great about creating a culture of belonging is that it can be fostered peer-to-peer, bottom-up and top-down," said Ullmann.

Ullmann also recommends taking a close look at your company's recruiting tactics to make sure you're approaching hiring with the goal of fostering diversity and inclusion.

"Make inclusive recruitment an integral part of your company's DNA to amplify your company's future, cultivate your workforce and invest in the community as a whole," he said.

3. Provide safe spaces for employees.

Inclusive workplaces go the extra mile to consider the safety and comfortability of all employees, especially those from marginalized groups. For example, gendered bathrooms have the potential to make transgender and gender non-conforming employees uncomfortable, especially in light of controversial bathroom bills in multiple states that could or already do impact transgender rights. One easy way to signal a progressive, inclusive workplace is to offer unisex bathrooms in your office, said Bune.

On a broader level, inclusive spaces can be created simply by spending time with one another. Consider hosting team lunches and other informal events where employees can casually connect with each other. If your company is bigger, creating an in-office support group or network for diverse employees can help them connect with others who share their experiences.

"Employee networks can provide a safe, open environment to spark conversations and discuss the topics that are important to the community," said Castro.

4. Connect with employees (but be sensitive).

One of the best ways to signal to your employees that it's OK to be themselves is to connect with them on a personal level. Be transparent with them about your own life: "If you are real with them chances are you will get the same in return," said Bune.

Simple gestures like asking about "spouses" or "partners" (rather than assuming someone's sexual orientation and using gendered terms) can encourage LGBT employees to open up about their personal lives and feel included in non-work discussions. However, it's important not to be insensitive about their identity.

"Be sure to treat LGBTQ employees like everyone else in the office and do not ask inappropriate questions like, 'How did you come out?' unless you have a close relationship with the person," she said. "This is a very personal question."

5. Give employees multiple ways to provide feedback.

Ullmann advised giving employees an outlet for connecting with others and sharing their stories.

"Whether it's an employee survey, company all-hands discussions or campaigns, giving your employees multiple ways to share their feedback, their perspective and their stories will create an open dialogue that can lead to more positive outcomes," he said.
Key takeaway: To create an inclusive workplace, lead by example, use inclusive recruitment strategies and ask for employee feedback.
Importance of cultural inclusion at work

Cultural inclusion has moved to the forefront of many employers' HR agendas, and for good reason. Creating a diverse and inclusive workplace is not only the "right" thing to do, but it can also benefit businesses in many ways.

It fosters a healthy work environment.

"[A sense of] belonging ... and inclusion should be a big focus for employers because it ensures that all employees, regardless of their background and experiences, can be connected with equal opportunity and create a healthier, more successful future together with their employers," Alexandre Ullmann, head of human resources at LinkedIn, LATAM, told Business News Daily.

It increases employee engagement and productivity.

"When people are comfortable and can express themselves in an authentic way, they are more likely to perform better, which increases engagement and contributes to the organization as a whole," said Miguel Castro, senior director and lead for the Diverse Ecosystem, Global Diversity & Inclusion Office at SAP.

This is especially true of workplaces with an LGBT-inclusive environment. Castro noted that inclusivity has a significant impact on an organization's bottom line. Similarly, a study by The Economist found that the majority of its survey respondents believe diversity and inclusion promote better talent management, employee satisfaction, collaboration and corporate reputation.

It leads to more creativity and innovation.
Key takeaway: Workplace cultural inclusion can increase employee engagement, productivity, creativity and innovation.
Having a diverse and inclusive workforce can help your company in terms of creativity and innovation. When each team member's distinctive background and experience is celebrated and encouraged, employees are more likely to voice their unique perspective. This can lead to new business ideas, improved operations, and innovative solutions.

Real-life examples of successful diversity programs

Our sources shared a few of the efforts their companies are making to make diverse groups of employees feel safe, supported and celebrated in the workplace:

LinkedIn: LinkedIn has a global employee resource group called "out@in," which offers executive sponsors and a strong ally community for LGBT employees, said Ullmann. The company's #ProudAtWork campaign encouraged employees, executives and LinkedIn Influencers to share their stories about belonging in the workplace.

SAP: Inclusion is a top priority at SAP, which offers a companywide virtual training program called Focus on Insight, which educates employees about diversity and inclusion. According to Castro, the company also encourages participation in employee-driven events like SAP's "We Are One" initiatives (focused on sharing diverse life experiences), and it sponsors/participates in annual Pride parades across the globe.

Unified: Unified aims to foster "great people from all walks of life with impactful, inclusive cultural programs including mentorship, executive town halls and peer awards," said Beckerman. For Pride Month, the company put together a few celebratory initiatives, including an employee viewing of HBO's documentary "The Trans List," an informational session hosted by the Ali Forney Center (a community center supporting LGBT homeless youth), and treats from NYC's famous Big Gay Ice Cream Truck. Unified also offers its Leadership Empowerment And Development (LEAD) Program, an initiative to support and educate strong female leaders in the workplace.
Key takeaway: Some sources were interviewed for a previous version of this article. Additional reporting by Skye Schooley. Learn about other organization's diversity and inclusion initiatives to spark some of your own D&I ideas.
An inclusive culture is a work in progress, said Ullmann, and you should constantly be revisiting your policies and programs to create a more tolerant, diverse environment.

"There is always something that can be improved upon," he said. "Make it your company's priority to take action to close any gaps so that all employees feel like they belong and are supported to thrive."

# data[].attributes.attachment_link.title
How to Create an Inclusive Workplace Culture - businessnewsdaily.com

# data[].attributes.attachment_link.description
Cultural inclusion starts from the top down. It is imperative that business leaders display inclusive behavior. Ask employees for feedback on how to improve your company's diversity and inclusion in the workplace. Cultural inclusion can improve your company culture and ultimately help your bottom line.

# data[].attributes.body
https://res.cloudinary.com/crowdicity-eu-cld/image/upload/Culturally_Responsive_Scorecards___NYU_1_od9olm

# data[].attributes.body
https://paradigmreach.com/

# data[].attributes.body
https://ifollowtheleader.com/celebratedei/f/diversity-equity-inclusion-roadmap

# data[].attributes.attachment_link.readable_text
there is also room for growth. Apathy, silence, and indifference are part of the problem. It's time to start reacting to the injustices around us by taking solution oriented action. I encourage you to make the choice to be a courageous advocate."

-Antoinetta Mosley, I Follow the Leader

One way we can help address disparities in our society is by exploring different perspectives. We encourage you to read the profiles above and learn more about the survey respondents' fears, goals, lived experiences, DEI journeys, and their recommended solutions for a more equitable World. Take your time, immerse yourself, gain knowledge, then take action. Below is a link with additional resources.

I Follow the Leader would like to celebrate you and feature you on this page. You can choose to take the survey anonymously or share your name.

# data[].attributes.attachment_link.description
there is also room for growth. Apathy, silence, and indifference are part of the problem. It's time to start reacting to the injustices around us by taking solution oriented action. I encourage you to make the choice to be a courageous advocate."

# data[].attributes.body
https://nationaltoday.com/international-day-for-tolerance/

# data[].attributes.attachment_link.readable_text
History of International Day For Tolerance

It was started by the UN General Assembly, with the goal of getting educational institutions and the general public to see tolerance as a staple of society. And it came after the United Nations declared a Year for Tolerance in 1995.

In 1995, UNESCO created the Declaration of Principles on Tolerance as a way to define and provide awareness of tolerance for any and all governing and participating bodies. That day in 1995 was November 16. Now, as an anniversary of that Declaration, we celebrate the International Day for Tolerance every November 16 to help spread tolerance and raise awareness of any intolerance that may still be prevalent in the world today. Although we should be tolerant every day, it's always good to have one occasion to remind us just how important tolerance is.

Additionally, UNESCO created an award to recognize those with great achievements in promoting the spirit of tolerance or non-violence in fields such as science, culture, and the arts. The UNESCO-Madanjeet Singh Prize and the UNESCO International Day for Tolerance both recognize that tolerance is a universal human right.

# data[].attributes.attachment_link.title
International Day For Tolerance - November 16

# data[].attributes.attachment_link.description
It was started by the UN General Assembly, with the goal of getting educational institutions and the general public to see tolerance as a staple of society. And it came after the United Nations declared a Year for Tolerance in 1995.

# data[].attributes.headline
Creating a Safe Space for Students to Discuss Sensitive Current Events

# data[].attributes.subject
Creating a Safe Space for Students to Discuss Sensitive Current Events

# data[].attributes.body
https://www.edutopia.org/discussion/creating-safe-space-students-discuss-sensitive-current-events

# data[].attributes.attachment_link.title
Creating a Safe Space for Students to Discuss Sensitive Current Events

# data[].attributes.attachment_link.description
It’s important for teachers to be able to provide a supportive and safe environment for students to discuss sensitive topics and events in the media. This task can be difficult to do for many reasons. Often, this is due to our own, personal discomforts. Unpacking our own discomforts is the first ste…

# data[].attributes.body
https://www.youtube.com/watch?v=BwYFhJO9t50

# data[].attributes.attachment_link.title
Implicit Bias | Preface: Biases and Heuristics

# data[].attributes.body
https://connectedprincipals.com/archives/10184

# data[].attributes.attachment_link.readable_text
The other day, I sat in a conversation with a student and a DHS worker who had come to take her into custody. She was no longer able to stay at her host home and would be moving back to a shelter till a new home could be found. In the meantime, she would go to a different school.

As she sat in tears listening to the news, she said to the DHS worker, "No offense, lady, but DHS has done nothing for me. I've been from home to home, in and out the shelter, and from school to school. This was supposed to be my fresh start."

In situations like this, we are all subject to the law. It didn't matter that this girl was in my school and wanted to stay. The decision had been made, her history was long and complicated, and she would soon be off to another place.

Even though I know the realities beyond my control, it doesn't make situations like this any easier to face. And this scenario was particularly hard to bear because of what she said next.

"I mean," she went on, "When I came here, the other kids weren't mean to me. Some actually shook my hand in the hall when they met me. I haven't had anyone bully me or treat me wrong here. This is a place where I have felt safe. There won't be another school like this one."

I had to turn away for a moment and gather my composure.

A Culture of Acceptance
I know our school is not perfect, but we are intentional about developing a culture of belonging.

Although it is hard to put a finger on the tangible ways this kind of culture can been encouraged, here a few actions we have taken over the years toward that end:

1. Fostering a school-pride
I know encouraging school-spirit may seem a thing of the past, but I have found it unifying to remind students they belong to a group of which they can be proud. When I refer to our students as Bulldogs, for instance, I want to remind them they are a part of a community of people cheering each other onto higher achievement. Creating a sense of belonging first means helping students find pride in community to which they belong.

2. Modeling respectful interaction
As a leadership team, our principals and counselors make it a priority be in every classroom at the start of each school year. It would be much easier to talk to 750 of students in a school assembly, but we like the opportunity to see them in smaller settings. In classroom meetings, you can still look them in the eyes as you talk about school expectations. And you can model to them by how you address them the ways you expect them to address each other.

3. Celebrating students and teachers
We are not a "Great Expectations" school, but our teachers have adopted many of the same philosophies of that program in interacting with students.

These include celebrating students who excel, try hard, and reach goals. It also means celebrating teachers who go the extra mile to serve students by highlighting teachers of the month.

As you recruit and hire new teachers, you should make it goal to find teachers who instruct with excellence AND care deeply about students.

4. Encouraging student-driven initiatives
A few years ago, we approached our student council with the question: how could students encourage students in treating everyone in our school with respect?

They began to brainstorm and came up with an idea they entitled STAND-Students Tolerating Absolutely No Discrimination.

By partnering with a local non-profit, they began hosting assemblies, classroom chats, and freshman-focused seminars. They lead the discussions and conversations about treating others with dignity.

5. Office climate = school climate
You can't expect students to respect one another if adults don't do the same. One of the values you should talk about among office staff, for instance, is treating every person who visits as a guest.

No matter adult or child, background or social status, every person deserves to be treated with dignity and respect. So make it a goal to model that in your office first.

What happens in the office is often contagious in the rest of the school.

Conclusion
As heart-wrenching as it was to watch a student led away by DHS, it was also a good reminder of how important it is to encourage positive interactions for all students at our school.

My school is certainly far from perfect. Like every school, we still have instances of bullying. Just recently, we had to meet with a group of students to talk about offensive behaviors they were displaying at a public event.

But these set-backs should not deter us from reaching for the ideal. Cultivating a positive school culture happens when you encourage school-pride, model respectful interaction, celebrate strong students and teachers, allow student-driven solutions, and set a tone of respect from the front office to the classroom.

It makes a difference in the overall health of students - for those who will graduate from our schools or for those who may only be with us for a short time.

Now It's Your Turn
What are ways you are encouraging a culture of acceptance where you serve? Share with the rest of us!

Copyright 2014 by William D. Parker, Connect through Twitter with handle @williamdp or at www.williamdparker.com

Posted originally at WilliamDParker.com

# data[].attributes.attachment_link.title
5 Ways To Cultivate A Culture Of Acceptance

# data[].attributes.attachment_link.description
The other day, I sat in a conversation with a student and a DHS worker who had come to take her into custody. She was no longer able to stay at her host home and would be moving back to a shelter t...

# data[].attributes.body
https://worktango.com/2021/02/03/22-diversity-equity-and-inclusion-survey-questions-to-help-you-get-off-the-mark/

# data[].attributes.attachment_link.readable_text
Measuring sentiment involves exploring the three major themes of the DEI survey, which are its namesakes. Diversity, Inclusion and Equity. Each theme typically uses a 5-point rating scale for each of its statements, also known as survey items.

The rating system is a tried and tested method used by researchers. The 5 point scale in particular is effective where respondents make an effort to distinguish between the options presented to them.

For each theme, the rating question is followed by three statements or survey items. There are many more statements that can be added to the index of each theme to truly capture the sentiments for that theme. We have selected three examples.

Question: On a scale from 1 to 5, where is 1 is Strongly Disagree and 5 is Strongly Agree, how would you rate the following statements?

Statement: "Name of your Organization" values diversity.

Statement: Leadership understands that diversity is critical to our future success.

Statement: "Name of your Organization" invests time and energy into building diverse teams.

Question: On a scale from 1 to 5, where is 1 is Strongly Disagree and 5 is Strongly Agree, how would you rate the following statements?

Statement: I feel my unique background and identity (i.e. my differences) are valued at "Name of your Organization".

Statement: I feel a sense of belonging at "Name of your Organization".

Statement: I feel respected by my colleagues.

Question: On a scale from 1 to 5, where is 1 is Strongly Disagree and 5 is Strongly Agree, how would you rate the following statements?

Statement: The process for career advancement/promotion is transparent to all employees.

Statement: People from all backgrounds and with a range of identities have equitable opportunities to advance their careers at "Name of your Organization".

Statement: I feel supported in my career growth at "Name of your Organization".

Once done with measuring Diversity, Inclusion, and Equity, you can compare each index to see where more efforts are needed. You can see what percentage of employees had a positive, neutral or negative response.

Furthermore, you can drill down for each theme, and see the actual variations of responses for each statement or survey item.

Also, as you've done the solid work of collecting data on the demographic dimensions, you can compare your DEI responses across all such fields. This way, you know what needs to be done, and for whom.

By layering the data this way, you remove any biases. In the truest sense, you practice what you preach in the DEI program, that is, you are considerate of the voices of all groups who represent your organization.

Yes. Diversity, Equity, and Inclusion are must-haves, but there are other issues that are serious enough to merit their own questions or survey items (statements). There is no definite pool to choose such themes from, it's about what is relevant from studies and the experiences of employees.

Keep scrolling to see two more such themes, followed by either survey items (statements) or questions.

Question: On a scale from 1 to 5, where is 1 is Strongly Disagree and 5 is Strongly Agree, how would you rate the following statements?

Statement: I believe "Name of your Organization" is a safe and supportive workplace for BIPOC individuals (Black, Indigenous, & People of Colour).

Statement: I feel comfortable talking about issues of racism on my team.

Statement: I know where to find resources to learn more about these issues.

Harassment and Discrimination

Question: Have you experienced any unwelcome comment(s) or conduct at "Name of your Organization" that you felt was offensive, embarrassing, or hurtful (e.g., inappropriate jokes, slurs, rumors, hurtful gossip, isolating behaviors)? Select all that apply.

Question: Have you experienced any discrimination (i.e., unfair, negative, or adverse treatment) at "Name of your Organization" based on one or more aspects of your background or identity (e.g., gender, age, ethnicity, sexual orientation, etc.)?

When coming up with any theme and their respective question sets or survey items, it is important to know how it aligns with your DEI goals. It starts with writing a DEI statement, which is popular these days with higher learning institutions. For companies, the diversity statement is more often used. Fewer organizations have actual Diversity and Inclusion offices, such as this one by Kellogg's.

The impact of DEI policies and practices can be felt during different phases of an employee's tenure at a company including hiring, recruitment, training, career development, etc.

It can also be felt in the different working relationships within the company, such as between an immediate supervisor and director, between colleagues in the same team, and between different departments in an organization.

A lot will ride on picking the right questions. Thus, we felt it was an important enough issue to share with you and provide actual DEI questions in circulation for current projects.

But by all means, do your due intelligence and pick more survey items to round up each theme. Or for non-rating questions as seen in the Harassment and Discrimination theme, pick more questions that you feel will strengthen the measuring efficiency of the theme.

# data[].attributes.attachment_link.title
22 Diversity, Equity and Inclusion Survey Questions to Get You off the Mark

# data[].attributes.attachment_link.description
Measuring sentiment involves exploring the three major themes of the DEI survey, which are its namesakes. Diversity, Inclusion and Equity. Each theme typically uses a 5-point rating scale for each of its statements, also known as survey items. The rating system is a tried and tested method used by researchers.

# data[].attributes.headline
Resources from AISA Social Justice Webinar

# data[].attributes.subject
Resources from AISA Social Justice Webinar

# data[].attributes.attachment_link.title
Resources from AISA Webinar: Taking Action: Advancing Social Justice through the transformation of international schools

# data[].attributes.attachment_link.title
#DoBetterDover Report and Proposal [Read Only]

# data[].attributes.attachment_link.readable_text
One of these events may be the reason why your school has made a DEIJ statement, formed a task force, or implemented unconscious bias training. Along with Wellness, Assessment, Project-based learning, and Internships, DEIJ is now being piled on as another initiative that educators need to engage in and tackle; another box on the flowchart, another new initiative that a small group of...

# data[].attributes.attachment_link.title
DEIJ missteps and how to get back on track towards liberation.

# data[].attributes.attachment_link.description
One of these events may be the reason why your school has made a DEIJ statement, formed a task force, or implemented unconscious bias training. Along with Wellness, Assessment, Project-based learning, and Internships, DEIJ is now being piled on as another initiative that educators need to engage in and tackle; another box on the flowchart, another new initiative that a small group of...