In today’s rapidly evolving workplace, the importance of Diversity, Equity and Inclusion (DEI) has become more than just a hot topic. It’s the foundation of an innovative, happy and productive workforce. For HR leaders and professionals, getting DEI right isn’t just a box to check—it’s a key business driver. But how do you go from talking about DEI to ensuring it becomes part of the company’s DNA?
The DEI Challenge: Why Surveys Matter
For HR leaders, talking about DEI is one thing. Proving that your company is inclusive and equitable? That’s a whole different challenge. This is where DEI surveys come in, acting as a mirror that reflects the true experiences of your employees. They help HR understand the real impact of DEI policies, showing what’s working and where improvements are needed.
By asking the right questions, the DEI survey not just provides a snapshot of current sentiment but also a roadmap for future initiatives.
Springworks DEI Survey: A Glimpse into the Culture, 10 Key Findings and Practical Action Steps for HR
At Springworks, where culture is at the heart of everything, we recently conducted a DEI survey to understand how inclusive their workplace is. The survey revealed valuable insights, but more importantly, it provided a roadmap for action. Below, we’ll share 10 key questions from the survey, along with practical steps that any HR team can apply immediately to create a more inclusive workplace. These action items aren’t just “nice to haves”—they are essential, real-world strategies designed to embed DEI deeply into a company’s culture.
1. “My company has a diverse workforce.”
92% agreed.
Springworks scored high on diversity, with 92% of employees agreeing that the workforce is diverse, encompassing a wide range of backgrounds, regions and experiences. The 8% who were neutral or disagreed signal that diversity is an ongoing journey—not a one-time achievement.
Action Step:
- Broaden Recruitment Channels: While Springworks scored high on diversity, continuous efforts are needed to ensure that hiring remains inclusive. HR should collaborate with diverse job boards, universities and professional networks to reach underrepresented groups.
- Diversity Data Analysis: Regularly audit the diversity of the workforce across departments and levels. Use this data to identify where diversity might be lacking and adjust recruitment strategies accordingly.
- Set Diversity Hiring Quotas: If your workforce isn’t meeting your diversity goals, establish non-negotiable diversity quotas for all new hires. These quotas should align with company goals to hire people from underrepresented groups.
- Anonymous Resume Screening: Remove names, gender and other identifiable information from resumes during the initial screening process to avoid unconscious bias and ensure fair hiring.
2. “I feel appreciated for my work, regardless of my sexual identity, cultural beliefs, race, disability, or nationality.”
84% agreed.
An encouraging 84% of employees felt appreciated no matter their background, but the 11% who were neutral and 5% who disagreed underscore the need for constant vigilance in fostering an environment where everyone feels valued.
Action Step:
- Inclusive Recognition Programs: Implement employee recognition programs that explicitly celebrate diversity. For example, create awards that honor contributions to inclusion efforts.
- Mandatory Bias-Free Recognition Programs: Ensure that your employee recognition programs account for and celebrate diversity. Make it mandatory for managers to include diverse team members in kudos, shout-outs, awards and bonuses.
- Build an Inclusive Feedback Loop: Make it a rule that all performance reviews include specific questions about how well managers recognize contributions regardless of an employee’s background. Use these reviews to hold managers accountable for fair recognition.
3. “There are no unconscious biases in the workplace culture here at my company.”
78% agreed.
Unconscious bias can be a tricky issue to tackle, but 78% of Springworks employees felt their workplace was free from it. However, the 18% who were neutral and 4% who disagreed highlight an opportunity for deeper bias training and education.
Action Step:
- Bias Awareness Workshops: Introduce regular unconscious bias training sessions. These workshops should go beyond the basics, using real-life scenarios to help employees identify and address biases in decision-making processes.
- Anonymous Reporting Tools: Create anonymous channels where employees can report bias-related incidents. This encourages transparency and gives HR the opportunity to track and address recurring issues.
- Bias Audits: Conduct regular audits on pay, promotions and role assignments to expose and address any patterns of bias. Use the findings to actively adjust policies and correct disparities.
4. “My company hires people from all backgrounds.”
93% agreed.
Springworks excelled in inclusive hiring, with 93% of employees agreeing that the company attracts talent from diverse backgrounds. This strong result is a testament to their commitment to bringing different perspectives into the team.
Action Step:
- Structured Interview Processes: Standardize interview questions and evaluation criteria to minimize bias in the hiring process. This ensures candidates are assessed based on skills and qualifications, not personal backgrounds.
- Diversify Talent Pipelines: HR should actively seek out partnerships with community organizations and educational institutions that represent diverse groups. Make diversity in hiring a metric that HR is measured on, ensuring that diverse talent pipelines are maintained and grown.
- Remove “Cultural Fit” from Interviews: Change your recruitment language from looking for “cultural fit” to “cultural add.” This shift encourages hiring people who will bring new perspectives rather than just conform to existing norms.
5. “Everyone is treated fairly in my company.”
82% agreed.
While 82% agreed that fair treatment was a priority, 13% were neutral and 5% disagreed. For HR leaders, this is a reminder that fairness needs to be deeply embedded in every process, from promotions to pay equity.
Action Step:
- Fairness Audits: Conduct regular audits of company policies to ensure fairness in promotions, salary reviews and disciplinary actions. Use metrics to ensure consistency across teams and levels.
- Equity Task Force: Establish a task force dedicated to monitoring fairness in the workplace. This group can provide insights into how policies are perceived and whether certain groups feel disadvantaged.
- Real-Time Fairness Feedback: Implement a real-time feedback tool where employees can anonymously report unfair treatment. HR should track trends and act immediately on any reports to correct unfair practices.
- Fair Pay Audits: Conduct regular pay equity audits across departments and roles. Ensure that employees from all backgrounds are compensated fairly and equitably for the same roles and responsibilities and publish the findings transparently to hold leadership accountable.
6. “I have the same opportunities for career advancement as my colleagues.”
84% agreed.
Career advancement is a key issue and 84% of employees felt they had equal opportunities. Yet, 13% were neutral and 3% disagreed, indicating that transparency around career paths and promotions is still an area for growth.
Action Step:
- Clear Career Pathways: Create and communicate transparent career advancement pathways for all employees. Ensure that these opportunities are easily accessible and known to everyone in the company, regardless of their background.
- Mentorship Programs: Establish mentorship programs specifically designed for underrepresented groups. Mentors can help employees navigate career growth and provide valuable networking opportunities.
7. “Leadership at my company communicates transparently about pay, promotions and opportunities.”
64% agreed.
This was one of the more revealing questions. Only 64% felt leadership was transparent about pay and promotions, while 24% were neutral and 12% disagreed. The neutral responses suggest a lack of clarity, highlighting the need for better communication around these sensitive topics.
Action Step:
- Transparency in Communication: Hold monthly/quarterly town halls or meetings where leadership openly discusses pay, promotion criteria and upcoming opportunities. Make sure there is a clear, standardized process for promotions that everyone understands. HR should insist that leadership answers tough questions and commits to specific actions.
- Open Feedback Loops: Allow employees to ask questions anonymously through virtual suggestion box during or after these sessions, ensuring that those who may feel uncomfortable raising concerns in person still have a voice.
- Mandate Transparent Pay Bands: Make pay bands for each role and level publicly available within the company. Transparency in salary structures is non-negotiable to ensure fairness. HR should also mandate clear communication of promotion criteria, making sure everyone understands what is required to advance.
8. “I would recommend this company as an inclusive place to work.”
89% agreed.
A resounding 89% of employees said they would recommend Springworks as an inclusive workplace, with only 10% neutral and a mere 1% disagreeing. This is a great testament to the company’s strong sense of inclusion, though maintaining this momentum is key.
Action Step:
- DEI Ambassadors: Appoint DEI ambassadors from different departments to promote inclusive practices and act as liaisons between employees and leadership. This helps create a more inclusive environment across the board.
- Celebrate Inclusivity: Host company-wide events that celebrate cultural diversity, such as heritage months or international potlucks. Recognize employees who contribute to a more inclusive workplace.
- Spotlight Inclusivity Champions: Recognize and reward employees who go above and beyond to promote inclusivity, creating a culture of accountability and celebration for DEI advocates. This helps foster an environment where inclusivity is valued at all levels.
9. “I feel comfortable sharing my opinions and ideas with coworkers and managers, even if they differ.”
86% agreed.
Feeling free to express differing opinions is critical for a collaborative workplace. With 86% agreeing they feel comfortable sharing ideas, Springworks shows that psychological safety is a priority. The 12% who were neutral, however, offer a chance to further encourage open dialogue.
Action Step:
- Psychological Safety Training: Train managers on creating environments of psychological safety, where employees feel comfortable voicing their opinions without fear of backlash. Use frameworks like Google’s “Project Aristotle” to promote open dialogue.
- Anonymous Idea Submission: Introduce an anonymous platform for idea sharing where employees can submit suggestions without revealing their identity. This encourages input from those who may be hesitant to speak up in meetings.
10. “I have never felt left out or excluded from activities in the workplace.”
82% agreed.
A healthy 82% said they never felt left out, but 12% were neutral and 6% disagreed. Social inclusion remains important and for those who feel excluded, it’s an opportunity for HR teams to find ways to build more inclusive events and social structures.
Action Step:
- Inclusive Event Planning: Make sure all workplace events cater to a diverse range of interests and avoid activities that might unintentionally exclude certain groups.
- “No One Left Behind” Initiative: Launch a buddy or inclusion program where new or underrepresented employees are paired with a mentor or buddy to ensure they are included in activities and events. This initiative can be a game-changer for those who feel on the margins of the workplace community.
What Can We Learn from Springworks DEI Survey?
The results of the Springworks DEI survey reveal both strengths and areas for growth. The data shows a company that’s well on its way to creating a diverse and inclusive workplace, but like any organization, there are always areas where they can improve.
So, what can HR leaders learn from this?
- Transparency is Key.
Transparency around career advancement, pay and promotions remains a challenge for many companies, Springworks included. Clear communication about these sensitive areas helps build trust and ensures employees feel fairly treated. - Bias Education is Ongoing.
While Springworks has made strides in reducing unconscious bias, it’s clear that this is an area where more education is needed. HR leaders can help by offering regular training and encouraging open discussions about bias. - Encourage Open Dialogue.
The ability to share ideas freely is critical to innovation. Springworks’ focus on psychological safety is commendable and HR professionals everywhere should make it a priority to create spaces where differing opinions are welcomed and respected. - Inclusivity Must Be Actionable.
It’s not enough to say you support DEI. As Springworks’ survey shows, ongoing efforts to involve everyone—whether in hiring practices or workplace activities—are crucial for building a truly inclusive culture.
The Final Word: DEI Is a Journey, Not a Destination
For HR professionals, the Springworks DEI survey offers more than just numbers—it provides a roadmap for actionable change. DEI isn’t something you set and forget; it’s a continuous journey. By listening to employees and using their feedback as a catalyst for improvement, companies can create workplaces where diversity, equity and inclusion thrive.
The Springworks case study reminds us that the work doesn’t end after the survey results come in. In fact, that’s where the real work begins. It’s about taking those insights, driving real change and ensuring that every employee, regardless of background, feels a sense of belonging and value.
In the end, DEI isn’t just about compliance; it’s about creating a culture where diversity is celebrated, inclusion is practiced and equity is the standard. And when HR leads the charge, they can transform a company’s culture for the better—ensuring that diversity, equity and inclusion aren’t just ideas, but lived experiences for every employee.
Tools that can help with DEI Initiatives:
1. Textio– Textio is an augmented writing platform that helps companies create inclusive job postings and communications. It uses AI to identify biased language that might discourage diverse candidates from applying.
2. Pymetrics– Pymetrics uses neuroscience-based games to assess candidates’ soft skills and match them with job roles. It aims to reduce bias by replacing traditional résumés with behavioral data.
3. Allvoices– AllVoices is an anonymous reporting platform that allows employees to voice DEI-related concerns, including harassment or discrimination, without fear of retaliation.
Related Articles:
https://www.springworks.in/blog/chro-insights-the-current-state-of-deib/
https://www.springworks.in/blog/qa-deib-in-2024-with-patricia-souza-can-ai-really-push-the-needle/
