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She Matters: Women at Work | D&I Benchmarking Survey

Women at Work | D&I Benchmarking Survey

While organizations around the world understand the need for diversity and are putting efforts to create a more diverse and inclusive work (workplaces), the progress doesn’t seem to be much. Programs designed to increase diversity and inclusion in the workplace often fail. 
She Matters, an annual campaign by People Matters that aims at enabling organizations to help their women employees to thrive and be empowered at work brings this first edition of the She Matters study which is aimed at benchmarking the efforts of organizations, measuring what’s working and what’s not, and put forward a report on where are we on the journey of creating an equitable workplace for our women employees. 

Take this short survey to diagnose the maturity of your organization’s diversity and inclusion program aimed at women employees and identify your program’s strengths and areas for enhancement. 

We recommend leaders in organizations who are closely involved with HR or diversity & inclusion efforts take this survey, as many of the questions will require knowledge of your organization’s diversity strategy. 

Responses will be recorded and aggregated with the overall survey benchmark results. Survey results may be reported in aggregate, but all individual responses will be kept strictly confidential.
1.What’s the industry your organization operates in?(Required.)
2.What’s your organization’s employee size?
(Required.)
3.What’s the current percentage of women employees in your organization?
(Required.)
4.D&I is one of my organization’s stated values and/or priority areas(Required.)
5.The primary objective of my D&I program is(Required.)
6.Within your organization, how equal is the balance of men and women in senior-level positions?
(Required.)
7.How well do you feel that your organization addresses an unequal balance of men and women in senior-level positions?(Required.)
8.Does your organization have a strategy in place and/or programs specifically aimed at developing women leaders?
(Required.)
9.On what leadership levels, does your organization target leadership development programs for women?(Required.)
10.My organization offers a training program that focuses on(Required.)
11.Does your company offer a formal mentoring or sponsorship program for women employees?
(Required.)
12.My organization publicly communicates information about diversity goals
13.The following statement best describes accountability for diversity and inclusion within my organization(Required.)
14.My organization regularly makes available to me information about how diverse our employees and leadership teams are
(Required.)
15.My organization gathers and analyzes the following types of data(Required.)
16.What do you feel are the most significant barriers to increased levels of female experienced hires?(Required.)
17.Has your organization introduced any of the following diversity practices?(Required.)
Yes
No, but exploring
No, and not currently exploring
We train our recruitment professionals so they are equipped to focus on driving more inclusive recruitment efforts
We ensure diversity of interview panel/interviewers throughout the interviewing process
We train all of our interviewers in unconscious bias
We review role descriptions to ensure the use of inclusive language
We have established recruitment targets for our experienced hire recruiting
We leverage our in-house diversity employee resource/affinity groups to support with more diverse recruitment
We now recruit from a broader number of universities at campus/graduate-level (e.g., expanding beyond top tier universities)
We passively manage a diverse candidate pipeline of potential hires
We leverage diversity associations to access diverse talent segments
We require diverse slates of candidates for all leadership positions (e.g., 30% must be female)
We undertake early attraction efforts (e.g., target teenagers during school years, rather than depending on a campus/graduate pipeline) to make our organization and sector more appealing
We have introduced ‘Blind’ applications (for example removed names, gender, age, university details from resume)
We offer enhanced referral benefits for diverse hires as part of our employee referral scheme
We offer head hunters/recruitment agencies enhanced commission for diverse hires
18.In the last five years, how have you fared when it comes to(Required.)
Increased
Remained the same
Decreased
Female applicants
Female graduate hires
Female experienced hires
External female leadership appointments
19.How often do you perform a Pay Equity Audit?
(Required.)
20.Which of the following, if anything, do you believe will improve the gender pay gap between men and women at your current organization? Also, share which of the following are you practicing?(Required.)
21.In your view, which of the following represent the greatest barriers to increasing diversity in your organization’s workforce? 
22.Primary oversight and decision-making authority for diversity and inclusion initiatives lie with
23.The diversity and inclusion program leader is(Required.)
24.Employees at my organization demonstrate a commitment to creating an inclusive environment
(Required.)
25.Diversity is a barrier to progression at my organization(Required.)
26.Your function 
(Required.)
27.Your role in your organization’s diversity strategy
(Required.)
28.Demographics(Required.)