ABOUT OUR SURVEYS AND DATA COLLECTION

Our Best Practices for Data Management

​

• We take care with survey phrasing and language as it is crucial; clunky attempts may be off-putting for certain people, so we check our choice of words with the additional collaborators if we are uncertain.

• We reassure people that their data will remain confidential is key (within the LGBT+ community, for example, some people may not be out, or maybe selectively out in the workplace)

• We enroll senior leaders and divisional heads as role models for data sharing and encourage their teams to do the same

• We share the data we collect only with our clients as this will help them shape their strategies for the benefit of the organization

• We believe in using data to dispel myths and attract people from different groups into the organization. That's the goal

• People are complex—so are identities. We allow multiple values to be chosen (for example Race & Gender identities) and give users an 'opt-out' in "I prefer not to answer" as this information is always voluntary.

​

Remember, Diversity data can only tell you who you’ve got in your organization but if you survey through different channels and cross reference, you can start to look at the experiences of different groups and even debunk myths, for example that the organization doesn’t attract certain groups of people.

GDPR Consent for Data Collection

One of the most important things to remember when collecting personal data is that you need to clearly explain what the data will be used for and how it will be kept safe once you have it. You also need to obtain active consent regarding the personal data you are collecting, such as having a tick box on the form to confirm that the entrant is happy with the terms you have stated.

Collecting and storing diversity data is covered by the UK General Data Protection Regulation (UK GDPR), which regulates the way information can be collected, handled and used. It also gives people rights, such as access to information, the right to amend information that is incorrect, and compensation if things go wrong.

​

INCLUSION.LOGIC surveys are GDPR Compliant and provides consent and requests for removal of data ("right to be forgotten")

​

Increasing Disclosure Rates

Employees may be wary of providing data or participating in surveys, partly due to their suspicion or even fear of the way their data will be handled. These are the actions we take (and suggest organizations as well) to reduce employee anxiety and increase disclosure. All of these are key, especially #5

1. State the purpose What is the purpose of collecting diversity data and how will both the business and the employees benefit from future actions informed by it?

2. List the actions which will be based on them In addition to the purpose, state actions you already have planned. The intended participants will be aware of the ways their contribution will be an investment to a fairer workplace. 

3. Provide information on your privacy policy Explain who will be granted access to the data and the approach to anonymity and data traceability. 

4. Highlight data storage policy It is important to provide information to address employees' concerns; for instance, clarify how the information is going to be handled and who has access to it and note that the information is stored in line with regulations.

5. Psychological safety Psychologically safe workplaces are characterized by employees’ feeling others will not embarrass, reject or punish them for speaking up. They can be comfortable being themselves. The feeling of safety can raise confidence in the processes of data collection and processing and enable increased disclosure. Cultivating inclusion, understanding, and belonging has the potential of bringing about such change.

FAQ

How does this survey define a disability?

How do you know if you have a disability?

You are considered to have a disability if you have a physical or mental impairment or medical condition that substantially limits a major life activity, or if you have a history or record of such an impairment or medical condition. Disabilities include, but are not limited to:

• Autism

• Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, or HIV/AIDS

• Blind or low vision

• Cancer

• Cardiovascular or heart disease

• Celiac disease

• Cerebral palsy

• Deaf or hard of hearing

• Depression or anxiety

• Diabetes

• Epilepsy

• Gastrointestinal disorders, for example, Crohn's Disease, or irritable bowel syndrome

• Intellectual disability

• Missing limbs or partially missing limbs

• Nervous system condition for example, migraine headaches, Parkinson’s disease, or Multiple sclerosis (MS)

• Psychiatric condition, for example, bipolar disorder, schizophrenia, PTSD, or major depression