The inclusion survey helps organizations see if they're creating an environment of inclusion and belonging by measuring employees feelings on growth, decision-making, voice, equity, diversity and contribution to a broader purpose. By incorporating self-report demographics, companies can see if employees of different backgrounds are having similar or disparate experiences. In mid 2021, we updated our Inclusion survey based on recent analyses and you can read more about those changes in the support guide.
~6.5m
Questions answered
~2k
Organizations
The data meet our criteria as being robust and reliable; unlikely to substantially change over time; and representative of the wider industry. Read more about the methodology.
Data provided by Culture Amp
Computer Software
14%
Internet
9%
Information Technology and Services
9%
Financial Services
6%
Nonprofit Organization Management
3%
Marketing and Advertising
3%
Hospital & Health Care
2%
North America
48%
Oceania
26%
Europe
16%
Asia
6%
MEA
2%
South America
2%
In 2020, we looked at Engagement (the level of commitment and connection an individual has with the organization) as an outcome of Inclusion.
I am proud to work for [Company] | 87% |
I would recommend [Company] as a great place to work | 84% |
[Company] motivates me to go beyond what I would in a similar role elsewhere | 71% |
I see myself still working at [Company] in two years' time | 67% |
I rarely think about looking for a job at another company | 59% |
Engagement is normal at 74%. We often see the commitment items being lower scoring while the recommendation and pride questions are more favorable.
It is exciting that over the last year, we've seen a sharp increase in the number of organizations asking inclusion questions. Although response counts aren't uniform because questions around belonging, being able to express your voice and fair decision making are asked more often than others by organizations. It is common for organizations to pick and choose inclusion questions to adopt in regular employee engagement programs in addition to running stand alone Diversity & Inclusion surveys. Interesting patterns in the data highlight relatively strong scores on questions regarding people's emotional connection and commitment to their organizations. Such that people feel they are contributing towards important goals and they are respected and acknowledged as individuals. On the other hand, questions concerning perception of the processes involved in creating an inclusive culture were much lower, such as democratic decision making and fairness of opportunities and resource allocation. We hope these scores give you insight into the typical cultural experience of inclusion and belonging, giving you the context you need to understand similar areas in your own organization. Looking to learn about about Diversity and Inclusion in your own organization? You can use Culture Amp's Diversity & Inclusion starter kit in your own organization to collect insightful feedback, understand every voice and create positive change through meaningful action.
In 2020, the standard five engagement questions were used as the outcome. But moving forward a new factor of Inclusion (which incorporates the 3 Belonging questions outlined here) will be used so companies can understand not only what drives engagement, but rather what drive inclusive experiences.
Being satisfied with how decisions are made has been a strong standout when it comes to keeping people engaged. It definitely highlights the importance of transparency and communication of decision making inside organizations. And the importance of transparent communication more braodly. The more employees are aligned with and understand key decisions and goals, the more engaged employees will be.
1 I feel like I belong at [Company] | 79% favorable Belonging |
2 I am satisfied with how decisions are made at [Company] | 55% favorable Decision Making |
3 At [Company] there is open and honest two-way communication | 68% favorable Voice |
4 I feel respected at [Company] | 84% favorable Belonging |
5 Even when something bad happens (e.g., when I get critical feedback from my manager, I have a negative social interaction with a peer, etc.), I don’t question whether or not I belong at [Company] | 70% favorable Belonging |
People answering Inclusion Survey Global January 2021 were most favorable about the following areas:
The area of most positive sentiment was people's feelings towards their contribution to a broader purpose. The Inclusion survey results showed that people on the whole were very strongly aligned to their organization's mission and felt it was important to them personally. Additionally employees feel like they are respected by the company.
1 I understand how my work contributes to [Company]'s mission | 93% favorable Contribution to Broader Purpose |
2 The work that we do at [Company] is important | 90% favorable Contribution to Broader Purpose |
3 I feel respected at [Company] | 84% favorable Belonging |
People answering Inclusion Survey Global January 2021 were least favorable about the following areas:
In terms of low scoring questions across benchmarks, these questions have very low median scores. Only half of people say they are satisfied with how decisions are made at their company which is quite low, however this question was asked much less frequently compared to other inclusion questions. Interestingly, responses to the administrative tasks question had a much greater proportion of neutral responses compared to other questions with 30% of people saying they weren't sure. All three of these questions were in the top 10 drivers of engagement.
1 I believe that my total compensation is fair, relative to similar roles at [Company] | 55% favorable Fairness |
2 I am satisfied with how decisions are made at [Company] | 55% favorable Decision Making |
3 Administrative tasks that don't have a specific owner (e.g., taking notes in meetings, scheduling events, cleaning up shared space) are fairly divided at [Company] | 56% favorable Fairness |
Insights data provided by Culture Amp.
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