Our organization values diverse opinions and ideas. As we work to engage in focus group discussions, please remember: While this list in not exhaustive, the information is intended to help participants feel comfortable with engaging in discussions about sensitive topics or ideas that may be presented throughout the focus group experience. What is your definition of diversity?’ Everyone has a different interpretation of the term ‘diversity.’ … All registrants will be sent a reminder email with details on how to access the modules as the opening date draws nearer. For these matters, please contact Loyola University Chicago's Human Resources office at 312.915.6175, or use the Ethics Line Reporting Hotline at www.LUC.edu/ethicsline or by calling 855.603.6988. Confidentiality is critical. Action-Focused OutcomesThe survey project's intended outcome was to improve Loyola's diversity, inclusion, and equity climate. These efforts strengthen our overall cultural competency and acknowledge the importance of fostering and cultivating a diverse, inclusive, and equitable classroom and workplace experience for our University community. Each focus group is coordinated to ensure that feedback, and insights are collected from a broad range of Loyola community members, regardless of position, title, or rank. Surveys are the perfect tool for measuring the feelings and opinions of your workforce at scale. For small work units, results will be aggregated with the results of other appropriate units to meet this minimum for reporting. By design, a climate survey serves to explore any correlation or connection(s) that exist between interactions taking place at an institution, and the social identities or “protected class” of its members. Loyola University Chicago appreciates that candid communication sometimes feels difficult which is why we have engaged an independent third party provider, Willis Towers Watson. Once the survey window has closed, 100 randomly selected (student) survey respondents will be chosen to win a special prize. All faculty, staff, and students were invited to participate in a series of focus groups held at the Lake Shore, Water Tower, and Health Sciences campuses. One of the reasons for working with an external research company is to guarantee confidentiality. No. Discussions held were not shared with anyone outside of the focus group. Here are some survey question examples that can help you measure diversity and inclusion. A climate survey provides data that can assist in driving culture change by helping to identify areas on which to focus attention while also helping to monitor progress. One of the goals of the Diversity Campus Climate survey to understand the general campus climate related to diversity-related experiences the vast majority of faculty, staff, and students experience at Loyola. Willis Towers Watson’s experience has shown that groups with 10 or more respondents are too difficult to discern individual responses (unless a person writes comments that are extremely specific or self-identifying). Web survey powered by SurveyMonkey.com. Your employee engagement survey can help you understand the impact. One way to measure and adjust your D&I initiatives is to ask employees about their experience directly. Consider diving into specific demographics like gender, age, race, and disability status. To do so, we invited all active faculty, staff, and students to participate. This inclusivity helps ensure the program will work and take hold. A population sample approach helps to provide everyone with an opportunity to respond. You don’t have to launch a new diversity or inclusion survey to start painting picture of D&I in your organization. ConfidentialityThe identity of all focus group participants, including discussions, were kept strictly confidential. The survey was accessible on or off-campus, and could be completed on multiple devices (i.e. Create your own online survey now with SurveyMonkey's expert certified FREE templates. The survey features a variety of questions in regard to diversity and inclusion… Their job is to connect and build relationships with their employees. Be conscious of body language and nonverbal responses, Differing opinions may be expressed. But the best insights will surface when you take time to dig deeper. question numbers do not necessarily indicate the order of the original questions. Survey DesignWillis Towers Watson utilized focus group feedback to draft the Climate Survey, which is scheduled for release during the last week of October. People here are managed as if they can always improve their talents and abilities. Here are some survey question examples that can help you measure diversity and inclusion. If you’re doing an employee engagement survey, you already have a lot of information right at your fingertips. We must have an educated awareness of society and culture, a sense of being interrelated and interconnected, and a commitment to act for the rights of others, especially the disadvantaged and the oppressed. If I saw something wrong at work, I would feel comfortable reporting it. We have healthy disagreements and debate on this team. Diversity and inclusion are cornerstones of Loyola’s mission and work. The Diversity Campus Climate Survey took about 20 minutes to complete. Winifred L. Williams, PhDVice President for Human ResourcesChief Diversity and Inclusion Officer. Loyola University Chicago’s Climate Survey project is designed to measure attitudes, perceptions, and behavior toward different perspectives, lived experiences, and identities. Diversity, Equity & Inclusion (DEI) Pulse Survey. These surveys dive deeper into employee opinions which can help you with your D&I efforts. When rolling out a new program, your managers can be your greatest advocates or your biggest roadblocks. What do I do? More specifically, the survey will examine an array of identity and diversity … Putting an emphasis on D&I in your organization is worth it. It can be a struggle to measure this, so you should turn to the people who live diversity and inclusion … About Link. Employees who believe their immediate managers are opposed to, unaware of, or undecided about diversity and inclusion strategies are less engaged than employees who believe their managers are supportive or committed to those strategies. Here are some survey question examples that can help you measure diversity and inclusion. The best way to understand how your employees are feeling is to ask them. To date, we have collected data in Spring 2016 and Spring 2018 to evaluate our progress and identify areas of improvement. Each university department will review survey results unique to their business unit in order to learn what areas of improvement are needed (if any), understand what is working well, and recognize if innovative programming and/or resources are necessary in support of creating and fostering a culture of understanding, respect, and humble inquiry among faculty, staff, and students. The people I work with treat each other with respect. Your D&I survey should include clear, actionable questions that reveal how different groups … Organizations that are Diversity and Inclusion … The survey was designed to assess the attitudes and behaviors among faculty, staff, and students regarding diversity and inclusion experiences taking place on-campus. The following were a list of incentives for faculty, staff, and student survey participants. Refer to the following question and three survey items below. The goal is to get feedback regarding personal diversity-related experiences throughout our Loyola community. How your diversity and inclusion survey shows what matters. Engage in questions to understand and learn personal opinions, experiences, characters, Incorporate humble inquiry (i.e. Get our research, Diversity and Inclusion in the Workplace, to understand what it is, why it matters, and how to make it a priority. This survey was confidential, not anonymous. All survey data is hosted and analyzed by and independent consulting firm, Willis Towers Watson, who will only report aggregated/collated results back to Loyola University Chicago. Organizations must include affected employees—minority and majority, frontline employees and managers—in the design and assessment of the programs. Your organization might not have a variety of demographics represented, but your employees are unique. Diversity, Equity, and Inclusion Assessment ... View the assessment questions here. Intersectionality is the theory of how different types of discrimination interact. 10 Diversity and Inclusion Questions to use in Your Survey. DiversityFocus groups reflect diverse faculty, staff, and student participation. Their responses will roll up to the next level leader, or department, in order to appropriately analyze and act on the feedback while maintaining confidentiality. All people have an opportunity to succeed in this organization. Consider how they approach 1-on-1 conversations and be sure they understand how to avoid unconscious bias in performance reviews. If you are interrupted while completing the survey or want to return later, click the “>>” button, and close your web page. For some organizations, mounting a diversity and inclusion initiative seems like an impossibly big and multi-faceted endeavor. University scholars agree — students, faculty and staff thrive in inclusive environments, both socially and academically, where diversity … Harvard University is piloting an unprecedented community-wide survey on inclusion and belonging for its faculty, staff, and students. As part of the Office of Equity, Diversity, and Inclusion’s mandate to strengthen the University of Calgary’s efforts to advance equity, diversity, and inclusion (EDI), we are conducting a survey to better understand how the COVID-19 pandemic has impacted diverse members of our community. We aim to create an inclusive campus culture and to provide everyone with an opportunity to share feedback, which directly impacts future diversity-related campus experiences. This is an opportunity for your voice to be heard, and your participation is strongly encouraged. Sample diversity and inclusion questions diverse talent for employee surveys Back to diversity and inclusion road map Belonging Belonging is a sense of fitting in or feeling like you are an important … Campus climate is a critical component of Loyola's culture as it represents the individual and collective practices, attitudes, beliefs, and interactions among faculty, staff, and students, regarding diversity, inclusion, and equity experiences taking place at Loyola. For example, if the survey results reflects Loyola should develop a program to encourage XYZ, then partnership with the appropriate department will transpire in an effort to create and implement necessary programming. Survey was administered using Qualtrics via an anonymous email link. After the results are submitted, the Climate Survey project team will work with Willis Towers Watson to identify key areas of strength and opportunity. If you participate in a focus group, we also ask that you commit to this principle by not sharing the views raised by other participants in a session when you leave the discussion. Ongoing diversity, inclusion, and equity assessment is one way Loyola University Chicago works to create, foster, and sustain a positive, healthy, and inclusive environment for everyone. In order to help determine whether we are meeting our aspirations, the University administers the Inclusive Campus Student Survey to assess the overall climate on campus related to diversity and inclusion… You don't have to start from scratch in order to measure and improve diversity and inclusion at work. Use these questions to evaluate perceptions of psychological safety at the organization and team level. The survey will provide better understanding about the current climate and identify opportunities for improvement. All personal responses to this survey will be kept completely confidential. The goal of this survey is to obtain your feedback in shaping the diversity and inclusion … Remember you will only be hearing part of any story, and that you should not make judgments of others based on the information you hear in a focus group. Here are three steps to help you break down your engagement survey data to better understand your diversity and inclusion efforts and tell a much bigger story. Once complete, analyze your survey at face value and always follow-up. The assessment will enable the University to gain a better understanding of all students’ perceptions and experiences related to issues of diversity and inclusion. Survey participation was a critical step in helping Loyola determine the necessary next steps required to create and continue fostering productive opportunities of change, difference, and inclusion. Survey template - Sample Diversity and Inclusion Survey Poll + Questionnaire Organizations are diverse when it comes to the workforce. Willis Towers Watson will collect, report, and analyze the data. Running an effective employee focus group can give you qualitative information to support your survey results. The Climate Survey’s intended outcome was to improve Loyola's diversity, inclusion, and equity climate. For additional questions about the Climate Survey project, please email climatesurvey@luc.edu. Likely, each intersection of individuals feels very different from the next. Learn more about the Diversity Campus Climate Survey results. Benchmark survey questions … If you delete the survey email, you can use the link retrieval site to retrieve your individual link to complete the survey using your Loyola University Chicago ID: If you have any technical problems or run into any issues, you can contact Willis Towers Watson at, The first department made up of less than 50, Once the survey window has closed, 100 randomly selected, Should you have questions about the campus climate survey project, please feel free to email, Peer Advisors in First & Second Year Advising (during training), Resident Assistant (during fall training), Other student leader groups include: Maroon & Gold Society, Student Government of Loyola Chicago, CAN Executive Board of Student Activities & Greek Affairs, Arrupe College, and Student Athletes. Especially when 61% of employees think diversity and inclusion is important. For some organizations, diversity and inclusion programs can seem big and complex. Focus group and survey responses are confidential; no connection will be made between your names and the information collected. University of Michigan Campus Climate Survey on Diversity, Equity and Inclusion – Final Staff Survey – Fall 2016 – www.soundrocket.com 4 Please indicate the racial or ethnic groups with which you … At no point will anyone at Loyola University Chicago or an affiliate, including senior leaders and managers, be privy to the origins of specific feedback or any individual responses. University of Michigan Campus Climate Survey on Diversity, Equity and Inclusion – Final Student Survey – Fall 2016 – www.soundrocket.com 4 {Asked of any person indicating that they are transgender/non … You can use engagement survey questions like these to see what’s happening big picture. You will receive several emails with your survey link throughout the month of November reminding you to take the survey. Anonymous means no information about who completes the survey is captured at all. For technical assistance, reach out to the Willis Towers Watson helpdesk: For project related questions, reach out to the Climate Survey project team: If you do not know your Loyola Username, please contact Information Technology Services at. Some questions … You shouldn’t look for answers you are trying to solve after you’ve collected your data. If I make a mistake at work, it is not unfairly held against me. During team meetings, all members are encouraged to speak up and share thoughts and ideas. Survey results will be shared with the University community in January 2018. There are leaders here that I can relate to. Take a look at a combination like position level by gender within your engagement survey data. I am empowered to make decisions that impact my work. The UTSA Diversity survey consisted of 22 questions from the Diversity Engagement Survey (DES), questions on workplace satisfaction, questions on potential diversity and inclusion … For example, campus climate review helps us understand if there is a need for the development of: Part of Loyola University Chicago’s mission and identity includes incorporating a Jesuit education and community experience designed to seek the truth, and to form faculty, staff, and students into a whole person of solidarity while taking responsibility for the real world. Thank you in advance for your participation. When you are ready to return, use the same link provided in your survey invitation, then at the top of the page, click the "Continue where you left off" link. The 10-question, three-minute pilot Pulse Survey will ask every member of the community about perceptions of inclusion and belonging … Diversity and inclusion is one of the key priorities of all businesses these days. Tomorrow you will receive an e-mail with a link to the survey. Beginning the week of July 31, 2017, thru November 13, 2017, a number of university communications regarding the Climate Survey project were provided via various university approved communication channels, including: Executive Council on Diversity & Inclusion, Mission, Vision, Expectations and Responsibilities, Discrimination, Sexual Misconduct, and/or Retaliation Reporting, https://insight.towerswatson.com/wix/p58387024.aspx, EmployeeSurveySupport@willistowerswatson.com, http://www.luc.edu/diversityandinclusion/, Student Diversity and Multicultural Affairs, Engaging courses designed to help understand how to "care for the whole person", Intersectional community building opportunities, Specific social justice trainings and resources. Clearly, managers play a big role in fostering diversity and inclusion in the workplace. At the University of Vermont, diversity and inclusion … 61% of employees think diversity and inclusion is important, fostering diversity and inclusion in the workplace, how to avoid unconscious bias in performance reviews, Running an effective employee focus group, Best practices for improving your D&I efforts, Survey questions to ask about diversity, equity, and inclusion.
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