Perception of Inclusion Survey -Managers

Survey Items

• Instructions This survey is aimed at gaining an understanding of the extent to which you create an environment of inclusion for your team. This is not to be viewed as a tool to judge your capability as a leader. Instead, the findings from this survey will help you gain insights that will help you create a more inclusive team. It is therefore important you respond to the questionnaire honestly and as accurately as possible to real life situations.

Part 1

• I make it a point to purposefully seek and acknowledge opinions of every team member during team meetings *
  AlwaysAlmost AlwaysFrequentlyOccasionallyRarelyNever
• I acknowledge and appreciate efforts of all my team members in public *
  AlwaysAlmost AlwaysFrequentlyOccasionallyRarelyNever
• I refrain from offering developmental feedback to my team members in public *
  AlwaysAlmost AlwaysFrequentlyOccasionallyRarelyNever
• I am courteous and respectful in my interactions with team members *
  AlwaysAlmost AlwaysFrequentlyOccasionallyRarelyNever
• I ensure there is a healthy balance of positive and developmental feedback to my team members *
  AlwaysAlmost AlwaysFrequentlyOccasionallyRarelyNever
• I make it a point to provide equal work opportunities to all team members to demonstrate their capabilities *
  AlwaysAlmost AlwaysFrequentlyOccasionallyRarelyNever
• I make sure my team members are able to express opinions and disagreements with me in a fearless manner *
  AlwaysAlmost AlwaysFrequentlyOccasionallyRarelyNever
• I take steps to ensure my team members enjoy a healthy balance of work and personal life *
  AlwaysAlmost AlwaysFrequentlyOccasionallyRarelyNever

 

What If...

• Manager Performance *
  As a part of your annual performance appraisals, you are comparing two potential candidates for promotion: A man who has exceeded expectations and demonstrates great potential in the next role. There is also a woman team member who has performed equally well and shows equal potential. Who would you promote? Provide rationale. Would your decision change if there is a 5% weightage to promoting women in your team?
• The coming out *
  A team member confides in you that he is gay and would like to make it known to others. However, he is worried how others will react to it and if it will impact his relationship with you, the team and others in any way. How would you handle the situation?
• This Ability *
  You have scheduled an interview with a candidate who has relevant work experience and his CV talks about exceptional achievements in past jobs. You feel that he is just the candidate you were looking for and are excited to meet him as the pressure for filling the position is building up. When the candidate turns up for the interview, you realize that he is dependent on a wheelchair for his movement. You have never hired a person with disability before. What would you do in this scenario? Would your decision change if the person with disability was a woman? If yes, how and why?

 

Understanding of Inclusion & Diversity and the benefits

• How much do you know about inclusion & Diversity? Please mention in your own words *
• To what extent do you think your company leadership is committed to inclusion & Diversity in your organization? *
• What have you done to foster inclusion & enhance diversity in your team? Provide at least two specific examples. If there are no examples, please respond as 'NA' *

 

About You and your team

Part 2

• Name *
• Company Name *
• Team/ Function/ Department *Mention how your team is best described or referred to in your company
• Team Size *Number of team members
• Men in My team *Please input a number
• Women in My team *Please input a number
• Transgenders in my team *Please input a number
• I know of team members who belong to LGBTQ community
  YesNo

 

Verification

• Please enter any two digits *Example: 12
• This box is for spam protection - please leave it blank: