In the spring of 2020, the Black Lives Matter movement sparked
conversations around the world about systemic racism and
unconscious bias. Businesses have been re-evaluating their
diversity, equity and inclusion (DEI) polices and taking a hard
look at what their own data says about their role in reducing
– or perpetuating – the inequalities faced by
marginalized groups.
Many businesses are conducting DEI surveys to gather demographic
information and adopt more robust DEI policies. In these surveys,
employees are asked how they self-identify in questions about
gender identity, preferred pronouns, sexual orientation, race,
ethnic/cultural origin, religious/spiritual affiliation,
disabilities, family status, and if they are Indigenous, to name a
few. In an increasingly data-driven world, results from DEI surveys
can reveal valuable information about an organization and can
inform future decision-making. However, businesses may wonder if
their attempt to advance DEI
