Let’s get more comfortable having uncomfortable conversations.

Awareness has heightened as the world continues to shrink and the demographics of the workforce change, and retail companies are taking on additional initiatives to further embrace diversity and inclusion. 

We’ve come to recognize the value of an employee population that respects and embraces our human differences and better understand the unique contributions that variety adds to the retail culture. This creates a positive and nurturing work environment that maximizes the potential of all employees. 

Yet as far as we’ve come, there is still much more to learn. We need to continue to modify our way of thinking to deal effectively with the issues of communication, tolerance, adaptability, variety, and change. We need to build a culture of respect where both attitudes and actions will encourage mutual understanding, creating an environment where people of all attributes and backgrounds can be valued and successful in the workplace and throughout our communities. It’s time to get comfortable having uncomfortable conversations, learning more about our differences and ourselves.

This is an opportunity for you to become a valuable part of this necessary discussion. There are 51 questions that are a part of this survey. We realize that this will take a small investment of your time to complete. We understand that some of the questions may make you feel uncomfortable. But we also feel that it’s essential that your voice is heard and your opinions are shared. The best way to influence change is to speak up, and your insights can and will make a difference. 

We anticipate that it will take approximately 20-25 minutes to complete this survey, so get comfortable, strap in, open your mind, and start your engines.  In addition to the questions, we have also provided areas where you can expand upon your answers. Please keep in mind that the identities of all those participating in the survey will remain strictly confidential, and we strongly encourage your open and honest responses.

Once the responses are gathered, a summary article and an analysis of the survey results will be made available by LP Magazine.

Ready to get started? Let's do this!

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* 1. Which of the following best describes your country/area of origin?

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* 2. Which of the following best describes your retail department/area of responsibility?

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* 3. Which of the following best describes your current role?

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* 4. What is your current level of education? (Select all that apply)

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* 5. How would you identify your race/ethnicity? (Select all that apply)

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* 6. What is your current age?

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* 7. How would you characterize your current gender/sexual identity?

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* 8. How would you describe your physical appearance? (Select all that apply)

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* 9. I am very comfortable with my own diversity identity.

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* 10. There are individuals of certain diversity identities that make me feel uncomfortable.

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* 11. On a scale of 1-10 (1=Poor; 10=Excellent), how do you rank your company with respect to its support of diversity and inclusion in the workplace?

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* 12. On a scale of 1-10 (1=Poor; 10=Excellent), how do you rank your specific department or area of responsibility with respect to its support of diversity and inclusion in the workplace?

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* 13. On a scale of 1-10 (1=Poor; 10=Excellent), how do you rank the retail industry in general for its support of diversity and inclusion?

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* 14. On a scale of 1-10 (1=Poor; 10=Excellent), how do you rank your company with respect to hiring and promoting diversity candidates?

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* 15. I feel that my company leadership successfully demonstrates that they value diversity and inclusion in the workplace.

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* 16. I feel that my department leadership successfully demonstrates that they value diversity and inclusion in the workplace.

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* 17. I believe that my organization has a successful strategy (vision, mission) that drives an inclusive environment.

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* 18. Generally speaking, I believe that all employees would benefit from their organizations offering diversity and inclusion training.

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* 19. I believe that I would personally benefit from attending diversity and inclusion training.

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* 20. Anyone and everyone, regardless of their personal diversity identification, can and will be discriminated against in the workplace based on their diversity identification at some point during their career.

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* 21. As an individual, being discriminated against does not give me or anyone else the right to discriminate against others, regardless of my diversity identification or others’ diversity identification.

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* 22. The use of offensive or derogatory names, terms, labels, or language that is used in reference to someone’s diversity identification is never appropriate. This includes individuals that share that same diversity identification. In other words, if the term or language is inappropriate for others to use—it should be inappropriate for you to use or reference that term, label, or language as well.

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* 23. Within the last 12 months I have experienced or witnessed incidents of discrimination in the workplace, whether based on gender, race, ethnicity, disability, sexual orientation, or some other type of discrimination.

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* 24. Within the last 12 months have experienced or witnessed incidents of harassment in the workplace, whether based on gender, race, ethnicity, disability, sexual orientation, or some other type of harassment.

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* 25. I feel that my company does a good job of handling incidents of harassment in the workplace, whether based on gender, race, ethnicity, disability, sexual orientation, or other types of harassment.

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* 26. My company is doing an effective job of recruiting, developing, and promoting talented candidates into leadership roles regardless of diversity identity.

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* 27. Regardless of personal diversity identity, I believe every member of the team has an equal voice with their counterparts.

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* 28. There are times when I feel uncomfortable in my job based on my diversity identity.

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* 29. Individuals in the workplace frequently benefit or are discriminated against based solely on how attractive they are considered and/or their physical body type.

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* 30. Individuals in the workplace frequently benefit or are discriminated against based solely on their age.

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* 31. Individuals in the workplace are frequently discriminated against based solely on a physical or developmental disability.

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* 32. Individuals in the workplace are frequently discriminated against based solely on their nationality/background/country of origin.

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* 33. Individuals in the workplace are frequently discriminated against based solely on their ethnicity/culture.

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* 34. Individuals in the workplace are frequently discriminated against based solely on their creed/religion.

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* 35. Individuals should not be treated differently, whether in terms of advantage, disadvantage, or opportunity, based on gender, race, ethnicity, sexual orientation, or other individual differences (Other than necessary work-related disability modifications)

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* 36. There have been times when I’ve felt that I’ve missed out on a raise, promotion, key assignment, or chance to get ahead because of my diversity identity.

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* 37. There are those in the workplace that use their personal diversity identity as a means to get ahead when others in the workplace may be more deserving of a promotion, raise, or other professional benefit.

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* 38. There are those in the workplace that use their personal diversity identity as an excuse to mask poor performance or behavior.

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* 39. Those in the workplace that use their personal diversity identity as an excuse to mask poor performance or behavior can have an influence on the way that other hardworking and deserving individuals that share the same diversity identity are perceived in the workplace.

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* 40. I feel that mentorship programs should be better channeled to benefit diversity and inclusion in the workplace.

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* 41. Since I’ve been in the industry, I believe that retail has cultivated a culture where people of all backgrounds are welcomed and valued.

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* 42. I feel that at work and/or in everyday life, there are times that I have been discriminated against based on my: (Select all that apply)

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* 43. I feel that at work or in everyday life I have benefited by / or otherwise used to my advantage my: (Select all that apply)

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* 44. Bias and the profiling of customers based on their personal diversity identity remains a legitimate concern across the retail industry.

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* 45. I never show bias or profile customers based on their personal diversity identity.

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* 46. Diversity and Inclusion training programs should, as the name implies, include everyone and not simply focus on those that share a particular diversity identification.

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* 47. We all must learn to better understand and celebrate our differences.

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* 48. There should be a greater investment in understanding unconscious bias as part of diversity and inclusion training programs.

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* 49. In general, what additional steps can be taken to ensure that all individuals are given equal opportunities in retail, regardless of diversity identification or background?

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* 50. What is the biggest misconception that people have regarding the role of diversity and inclusion in the workplace?

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* 51. Several of the questions that were asked as part of this survey made me feel uncomfortable, either by reading or answering them.

Thank you for completing this important industry survey! 

Once all responses are gathered, a summary article and an analysis of the survey results will be made available by LP Magazine. To learn more, visit our website at www.losspreventionmedia.com.

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