From Metrics to Meaning: How to Measure Inclusion and Make Improvements

Building an inclusive workplace culture is not just a feel-good matter – it’s a smart business strategy. An inclusive workplace is one where there’s mutual respect and employees from diverse experiences are valued. This is an environment that fosters psychological safety, which in turn encourages knowledge sharing that enhances organisational capabilities and drives better business outcomes. 

An inclusive workplace doesn’t happen by chance – it requires intentional effort to build and sustain an inclusive culture. Continuously measuring inclusion is therefore crucial because it helps the organisation understand where they currently stand, assess the effectiveness of their practices, and identify areas for improvement, which then informs organisational efforts. 

But how does one measure something as intangible as inclusion? In this article, we share practical tips for gathering data to measure workplace inclusion, and how to act on them to make improvements. 

Tip #1: Include inclusion-related questions into employee surveys

Consider using an agreement scale (e.g., 5-point scale with response options ranging from "Strongly Disagree" to "Strongly Agree") to capture employees’ sentiments about the current level of inclusion in the workplace. For example, employees could be asked to assess the following statements:

• “I feel comfortable sharing my ideas at work.”
• “People from all backgrounds are treated fairly here.”

Questions on workplace inclusion can be integrated into existing employee surveys. For example, a major telecommunications company in Singapore includes questions in its annual engagement survey on whether employees feel heard, experience a sense of belonging at work, and perceive their workplace being inclusive of people from diverse backgrounds.

Tip #2: Gather qualitative responses through open-ended survey questions, small-group discussions

Qualitative responses can provide deeper insights that complement quantitative survey results. These insights could be collected through open-ended questions in the employee surveys or, alternatively, through small-group discussions facilitated by a trained manager or a HR representative, with confidentiality assured. 

Tip #3: Incorporate inclusion into manager feedback processes

Managers play a critical role in shaping an inclusive work environment. One effective way to assess and reinforce inclusive leadership is by gathering structured feedback on their inclusion-related behaviours.

If 360-degree feedback for managers is already implemented (i.e., where managers receive feedback from various sources, including direct reports and peers), questions on inclusion-related behaviours can be added to these reviews. Otherwise, such questions could be captured by using an anonymous feedback form. Some examples include: 

• “My manager is open to feedback, even when it challenges their views.”
• “My manager avoids favouritism and is mindful of unconscious bias.”
• “My manager demonstrates a genuine commitment to creating an inclusive team culture.”

Such a feedback process is used by a large banking firm that has implemented a peer review feedback process for all their employees (including managers) to assess how consistently they demonstrate respect in the workplace. This feedback is incorporated into performance appraisal across all levels of the organisation. 

Turning measurements into improvements

Measuring inclusion is a crucial step—but the real value lies in what comes next. Here are some ways to use metrics to drive tangible change: 

1.   Identify a few specific areas to address in the near term, instead of trying to tackle everything at once. 
Consider the data holistically and develop action plans to improve in the identified area. 

For example, if there are low survey scores or several feedback gathered about how managers generally do not treat team members fairly, the organisation could consider equipping managers with inclusive leadership training.   

2.   Identify whether specific groups are experiencing lower levels of inclusion
Segment the data by demographic characteristics such as age, job level, length of service etc. 

For example, while the survey statement “I feel comfortable sharing my ideas at work” may receive a high average score, a closer examination on the scores from younger employees may reveal that they feel significantly less comfortable to do so compared to other groups. Such an insight would highlight the need for targeted efforts to better understand their experiences and seek their feedback on how psychological safety could be strengthened. 

3.   Communicate transparently and regularly on progress 
Share key insights and planned actions with employees on the identified areas for improvement. This helps build trust with employees and reinforces the organisation’s commitment to inclusion through accountability. Regular progress updates can be shared through townhalls, internal newsletters etc. 

Ultimately, cultivating workplace inclusion is not about striving for perfection—it’s about progress. It’s about understanding employees' lived experiences and using that insight to build a better workplace leading to better business outcomes.