Elev-8 Inclusivity Indicator

Introduction

Below you’ll find 20 questions.

We will never disclose your results and personal identifiers to anyone but yourself. Whilst some result answers may be analysed for other purposes, they will never be shared alongside any information that could identify you.

Please answer these questions honestly. There are no right or wrong answers, just your considered thoughts and opinions.

Purpose

The purpose of this survey is to provide us with a sense of how you lead people in your organisation and how included they feel in the workplace. Your answers and the answers of your colleagues will be used to form a ‘picture’ that describes the current state of play. This picture will be used to further improve our culture, how we continue to become more inclusive and help shape future Inclusive Leadership Programmes.

Instructions

• Please assign a rating to each statement and take time to answer the free text questions in full
• Please evaluate the statements honestly and be as objective as possible. Be thoughtful about your responses, but don’t agonise over each response. Your initial 'gut feel' is usually best
• Use the scale below to indicate how each statement applies to your current approach with your team. Please remember to use the entire scale to represent your most accurate response

Always
Most of the time
Sometimes
Rarely
Never

• The survey should not take more than 10 minutes

Context

The terms ‘diversity’ and ‘inclusion’ are often used interchangeably. But for the purpose of this survey, it is important to define the differences between them. Diversity is focused on what makes people different, whereas inclusion looks more at creating an environment where diversity can thrive.

The diversity journal classifies inclusion as:

“Inclusion involves bringing together and harnessing diverse forces and resources in a way that is beneficial. Inclusion puts the concept and practice of diversity into action by creating an environment of involvement, respect, and connection—where the richness of ideas, backgrounds, and perspectives are harnessed to create business value.”

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* 1. Your name (optional):

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* 2. Your email address (optional, if completed we can share your scores with you):

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* 3. How do you identify:

Male

Female

Other

I'd prefer not to say

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* 4. How old are you?

18-24

25-34

35-44

45-54

55-64

65+

I'd prefer not to say

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* 5. Which ethnicity best describes you?

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* 6. How would you describe your sexual orientation?

Heterosexual

Bisexual

Lesbian/ Gay woman

Gay man

I’d prefer not to say

None of these

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* 7. What is your religion, even if you are not currently practising?

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* 8. Do you have any long-standing illness, disability or infirmity? (Long-standing means anything that has troubled you over a period of time or that is likely to affect you over a period of time)?

Yes

I'd prefer not to say

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* 9. Do you consider yourself to be a disabled person?

Yes

I'd prefer not to say

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* 10. Your organisation – leave blank if you would rather not say

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* 11. Which sector does your organisation operate in?

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* 12. How many people work for your organisation?

1-99

100-199

200-499

500-999

1000-1999

2000-4999

5000-9999

9999+

I'd prefer not to say

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* 13. Please indicate your career level

Non managerial

Team Leader

Middle Manager

Senior Manager

Director

C suite

I'd prefer not to say

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* 14. How many people do you manage:

None

1-4

5-9

10-19

20+

I'd prefer not to say

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* 15. Please rate these questions:

	Never	Rarely	Sometimes	Most of the time	Always
I position the case for inclusivity, based on moral, performance and legal grounds	I position the case for inclusivity, based on moral, performance and legal grounds Never	I position the case for inclusivity, based on moral, performance and legal grounds Rarely	I position the case for inclusivity, based on moral, performance and legal grounds Sometimes	I position the case for inclusivity, based on moral, performance and legal grounds Most of the time	I position the case for inclusivity, based on moral, performance and legal grounds Always
I actively seek contributions from a wide range of perspectives on projects and in meetings	I actively seek contributions from a wide range of perspectives on projects and in meetings Never	I actively seek contributions from a wide range of perspectives on projects and in meetings Rarely	I actively seek contributions from a wide range of perspectives on projects and in meetings Sometimes	I actively seek contributions from a wide range of perspectives on projects and in meetings Most of the time	I actively seek contributions from a wide range of perspectives on projects and in meetings Always
I’m resolute in my approach to ensuring inclusivity for all, even to my own detriment	I’m resolute in my approach to ensuring inclusivity for all, even to my own detriment Never	I’m resolute in my approach to ensuring inclusivity for all, even to my own detriment Rarely	I’m resolute in my approach to ensuring inclusivity for all, even to my own detriment Sometimes	I’m resolute in my approach to ensuring inclusivity for all, even to my own detriment Most of the time	I’m resolute in my approach to ensuring inclusivity for all, even to my own detriment Always
I will call out my organisation if they are not delivering on the commitments we've made	I will call out my organisation if they are not delivering on the commitments we've made Never	I will call out my organisation if they are not delivering on the commitments we've made Rarely	I will call out my organisation if they are not delivering on the commitments we've made Sometimes	I will call out my organisation if they are not delivering on the commitments we've made Most of the time	I will call out my organisation if they are not delivering on the commitments we've made Always
I suggest and support solutions, not just point out issues I observe.	I suggest and support solutions, not just point out issues I observe.  Never	I suggest and support solutions, not just point out issues I observe.  Rarely	I suggest and support solutions, not just point out issues I observe.  Sometimes	I suggest and support solutions, not just point out issues I observe.  Most of the time	I suggest and support solutions, not just point out issues I observe.  Always
I accept that inclusivity is key to the success of my team, myself and the organisation	I accept that inclusivity is key to the success of my team, myself and the organisation Never	I accept that inclusivity is key to the success of my team, myself and the organisation Rarely	I accept that inclusivity is key to the success of my team, myself and the organisation Sometimes	I accept that inclusivity is key to the success of my team, myself and the organisation Most of the time	I accept that inclusivity is key to the success of my team, myself and the organisation Always
I believe that true inclusivity goes way beyond legislation, and everyone has the right to feel safe	I believe that true inclusivity goes way beyond legislation, and everyone has the right to feel safe Never	I believe that true inclusivity goes way beyond legislation, and everyone has the right to feel safe Rarely	I believe that true inclusivity goes way beyond legislation, and everyone has the right to feel safe Sometimes	I believe that true inclusivity goes way beyond legislation, and everyone has the right to feel safe Most of the time	I believe that true inclusivity goes way beyond legislation, and everyone has the right to feel safe Always
I seek out opportunities to ensure that inclusion is a key topic in all meetings	I seek out opportunities to ensure that inclusion is a key topic in all meetings Never	I seek out opportunities to ensure that inclusion is a key topic in all meetings Rarely	I seek out opportunities to ensure that inclusion is a key topic in all meetings Sometimes	I seek out opportunities to ensure that inclusion is a key topic in all meetings Most of the time	I seek out opportunities to ensure that inclusion is a key topic in all meetings Always
I share my own experiences of exclusion, to encourage others to share	I share my own experiences of exclusion, to encourage others to share Never	I share my own experiences of exclusion, to encourage others to share Rarely	I share my own experiences of exclusion, to encourage others to share Sometimes	I share my own experiences of exclusion, to encourage others to share Most of the time	I share my own experiences of exclusion, to encourage others to share Always
I am open about my experiences, including my mistakes around inclusion, to support the development of others	I am open about my experiences, including my mistakes around inclusion, to support the development of others Never	I am open about my experiences, including my mistakes around inclusion, to support the development of others Rarely	I am open about my experiences, including my mistakes around inclusion, to support the development of others Sometimes	I am open about my experiences, including my mistakes around inclusion, to support the development of others Most of the time	I am open about my experiences, including my mistakes around inclusion, to support the development of others Always

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* 16. Please rate these questions:

	Never	Rarely	Sometimes	Most of the time	Always
I broadcast my commitments and encourage ‘in the moment’ feedback, if I fall short	I broadcast my commitments and encourage ‘in the moment’ feedback, if I fall short Never	I broadcast my commitments and encourage ‘in the moment’ feedback, if I fall short Rarely	I broadcast my commitments and encourage ‘in the moment’ feedback, if I fall short Sometimes	I broadcast my commitments and encourage ‘in the moment’ feedback, if I fall short Most of the time	I broadcast my commitments and encourage ‘in the moment’ feedback, if I fall short Always
I believe that being fully inclusive is a fundamental responsibility for me as a leader	I believe that being fully inclusive is a fundamental responsibility for me as a leader Never	I believe that being fully inclusive is a fundamental responsibility for me as a leader Rarely	I believe that being fully inclusive is a fundamental responsibility for me as a leader Sometimes	I believe that being fully inclusive is a fundamental responsibility for me as a leader Most of the time	I believe that being fully inclusive is a fundamental responsibility for me as a leader Always
I will speak up when I observe exclusion, without hesitation	I will speak up when I observe exclusion, without hesitation Never	I will speak up when I observe exclusion, without hesitation Rarely	I will speak up when I observe exclusion, without hesitation Sometimes	I will speak up when I observe exclusion, without hesitation Most of the time	I will speak up when I observe exclusion, without hesitation Always
If I’m unsure of the right or preferred terminology to use, I will ask	If I’m unsure of the right or preferred terminology to use, I will ask Never	If I’m unsure of the right or preferred terminology to use, I will ask Rarely	If I’m unsure of the right or preferred terminology to use, I will ask Sometimes	If I’m unsure of the right or preferred terminology to use, I will ask Most of the time	If I’m unsure of the right or preferred terminology to use, I will ask Always
I understand that people will make judgements based on my actions and words, not my intent	I understand that people will make judgements based on my actions and words, not my intent Never	I understand that people will make judgements based on my actions and words, not my intent Rarely	I understand that people will make judgements based on my actions and words, not my intent Sometimes	I understand that people will make judgements based on my actions and words, not my intent Most of the time	I understand that people will make judgements based on my actions and words, not my intent Always
I am overt in my support of inclusion	I am overt in my support of inclusion Never	I am overt in my support of inclusion Rarely	I am overt in my support of inclusion Sometimes	I am overt in my support of inclusion Most of the time	I am overt in my support of inclusion Always
I volunteer in working parties in my organisation to support work to understand how to overcome the impact of biases	I volunteer in working parties in my organisation to support work to understand how to overcome the impact of biases Never	I volunteer in working parties in my organisation to support work to understand how to overcome the impact of biases Rarely	I volunteer in working parties in my organisation to support work to understand how to overcome the impact of biases Sometimes	I volunteer in working parties in my organisation to support work to understand how to overcome the impact of biases Most of the time	I volunteer in working parties in my organisation to support work to understand how to overcome the impact of biases Always
I check that bias, specifically, has not played a role in any decisions I am making	I check that bias, specifically, has not played a role in any decisions I am making Never	I check that bias, specifically, has not played a role in any decisions I am making Rarely	I check that bias, specifically, has not played a role in any decisions I am making Sometimes	I check that bias, specifically, has not played a role in any decisions I am making Most of the time	I check that bias, specifically, has not played a role in any decisions I am making Always
I am seen as a role model who engenders a fully inclusive leadership approach	I am seen as a role model who engenders a fully inclusive leadership approach Never	I am seen as a role model who engenders a fully inclusive leadership approach Rarely	I am seen as a role model who engenders a fully inclusive leadership approach Sometimes	I am seen as a role model who engenders a fully inclusive leadership approach Most of the time	I am seen as a role model who engenders a fully inclusive leadership approach Always
I lead the way in all forms of communications demonstrating specific focus on inclusive language	I lead the way in all forms of communications demonstrating specific focus on inclusive language Never	I lead the way in all forms of communications demonstrating specific focus on inclusive language Rarely	I lead the way in all forms of communications demonstrating specific focus on inclusive language Sometimes	I lead the way in all forms of communications demonstrating specific focus on inclusive language Most of the time	I lead the way in all forms of communications demonstrating specific focus on inclusive language Always

Thank you for completing the survey. The information provided will remain confidential and help us improve what we do and shape the Inclusive Leadership programmes we create.