Diversity, Equality, Equity and Inclusion create workplace conditions where everyone gets their human needs met, regardless of their background, identity and circumstances. If those needs are not being met, it has a direct impact on our mental wellbeing and happiness, but also on our abilities, cognitive performance, intelligence and productivity.

The DEEI survey is designed to help you understand how individuals experience diversity, equality, equity and inclusion and provide managers with real insights and clarity about what is happening within their team as well as providing the organisation with an overview of which aspects of the culture employees feel need improving.

Here we look at the 4 main areas within the model.

Comfort - Equality

The Comfort area identifies how equal and comfortable people feel - whether people feel they are treated equally, are given the same resources and opportunities and there are no advantages/disadvantages/discrimination based on people's individuality.

This area assesses:

  • If they feel comfortable choosing how much and with whom they discuss their private life.

  • If they feel they can voice their thoughts without worrying about the consequences.

  • If people feel they get fair and equal opportunities for development and promotions

  • If they feel their contribution and achievements are recognised and rewarded fairly.

To learn about the sub areas for this domain click here.

Capability - Equity

The Capability elements identify the level of equity in the workplace. We all are different and have different circumstances and needs. Equity enables us to allocate support, resources and opportunities based on individual needs to enable equal outcome.

This area assesses:

  • If they feel they get the training, tools and support to meet their needs, enabling them to work in the optimal way.

  • If their work arrangements and work environment are adjusted to support their personal circumstances and needs.

  • If people‚Äôs skills are recognised and utilised appropriately and meaningfully.

To learn about the sub areas for this domain click here.

Connection - Inclusion

The Connection elements identify how inclusive the workplace is. An inclusive workplace ensures everyone feels like part of the organisation, feels valued and included, and feels they can participate and contribute.

This area assesses:

  • If people feel they are invited to participate and have a say in matters that affect them.

  • If they feel they are meaningfully contributing to their team and company goals.

  • If they feel a sense of belonging and are included in business and social activities at work.

  • If they feel their ideas, opinions and perspectives are being heard and valued.

  • If they have people at work who understand and support them.

To learn about the sub areas for this domain click here.

Collective - Diversity

The Collective elements identify how diversity is working. A diverse workplace sets conditions where everyone is welcome. People's differences are sought after, the benefits of having a diverse workplace are understood and because of this, those differences are embraced.

This area assesses:

  • If people feel safe bringing their whole self into work.

  • If they feel respected for who they are and what they think.

  • If they feel their individuality is accepted and valued.

  • If they feel the company welcomes a variety of people (different backgrounds, personalities, identities etc).

To learn about the sub areas for this domain click here.

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