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Why Re-administer a DEI Survey?

As your organization is embarking on its Diversity, Equity, and Inclusion (DEI) transformation, you may be wondering- What are benefits of re-administering a DEI survey? Is it worth it? 

In this post we’ll dive into the many compelling reasons behind revisiting DEI surveys and how you can propel your workplace to the next level of DEI maturity. 

Ongoing commitment to continuous improvement

When it comes to your organization’s DEI transformation, it isn’t just about ticking boxes. DEI is about getting to the root of well-established cultural challenges that impact the day-to-day experiences of colleagues, customers, and the wider community. DEI surveys hold a trove of benefits that extend far beyond numbers. 

More than an annual routine task, the DEI survey can ignite a sense of purpose and motivation. Re-administering the survey communicates an unwavering commitment to the organization’s DEI mission. It’s a proactive step that underscores the organization’s dedication to continuous improvement. 

Identifying Pain Points and Challenges 

Comparing survey results from one year to the next shows how far the organization has progressed or has possibly stalled in certain areas. As you navigate the path towards a more inclusive workplace, it is crucial to measure the strides that have been made as well as spotlight areas for continued or renewed focus. 

Re-administering surveys allows for a tangible measurement of advancements, highlighting areas of improvement and success. Positive trends signify that the organization’s efforts are bearing fruit, motivating teams and individuals alike. Conversely, identifying areas where progress has stalled or regressed serves as a reality check, prompting a reevaluation of strategies and interventions. 

Data-informed Action

DEI survey results are ideally stratified by diversity dimensions and departments to understand how particular groups are feeling about the organization’s progress or lack thereof. DEI transformation is challenging, and certain individuals may face difficulties in embracing the changes. Re-administering surveys helps to pinpoint these pain points, offering insights into which departments, teams, or demographics might require additional support or tailored interventions. 

For example, your re-administered survey may show that the organization has made considerable strides in diversifying recruitment strategies and appreciation of individual attributes. These efforts should be fine-tuned and continued.

Scores may also show that there is either no improvement or a decrease in how employees rate the efficacy of performance management and organizational accountability to DEI. Year-on-year comparison data helps to uncover these challenges to focus investments and ensure a more comprehensive and effective implementation. 

Wins should be celebrated and areas of improvement acknowledged

When it comes to DEI milestones, do we truly celebrate them, or do they go unnoticed? 

Re-administration of the DEI survey provides a platform for celebrating successes. Leadership can spotlight the milestones reached, demonstrating the tangible impact of their initiatives. This celebration not only acknowledges the hard work invested but also serves as a motivational catalyst for the next phases of DEI maturity. The momentum generated empowers organizations to set their sights on new horizons, fostering a culture of continuous improvement. 

Setbacks can be stepping stones

In the realm of DEI, setbacks can be opportunities in disguise. As with any large-scale cultural transformation not all goals are met on the first attempt. Annual survey re-administration offers an opportunity to reevaluate, recalibrate, and adapt strategies. If initial objectives fall short, this introspective process paves the way for setting more realistic, achievable goals. This willingness to evolve demonstrates a commitment to learning from setbacks. It serves as a reminder that DEI efforts are a marathon, not a sprint, and emphasizes the importance of resilience in the face of challenges. 

The re-administration of DEI surveys is not just a routine exercise; it’s a strategic imperative that propels organizations forward in their pursuit of genuine diversity, equity, and inclusion. By embracing the advantages outlined above, organizations can turn data into action, setbacks into opportunities, and aspirations into reality. The journey toward a more inclusive future demands commitment, adaptability, and a relentless drive to push beyond the status quo. Re-administering DEI surveys empowers organizations to do just that, ushering in lasting change and a brighter, more equitable tomorrow.