Diversity and inclusion (D&I) focus groups are a powerful way to gain insights into the experiences of diverse talent within an organisation. They allow businesses to identify challenges, uncover opportunities, and shape strategies for creating a more inclusive workplace. If you’re wondering about the best questions to ask a diversity and inclusion focus group, this guide provides a detailed framework to ensure meaningful and actionable insights.
Why Are Diversity and Inclusion Focus Groups Important?
D&I focus groups provide qualitative insights that go beyond workforce analytics. They are particularly effective for exploring issues not easily measured by data, such as cultural inclusion, belonging, and workplace bias. By asking the right questions, organisations can understand employee experiences, identify barriers, and develop targeted solutions that align with business goals.
Running an effective focus group requires a skilled facilitator who can create a safe, respectful environment. At the start of the session, participants are encouraged to embrace the 3 Cs: Contribution, Confidentiality, and Candour. This foundation ensures open dialogue and meaningful responses.
Key Themes and Questions to Ask a Diversity and Inclusion Focus Group
When preparing questions for a diversity and inclusion focus group, it’s essential to focus on themes such as respect, belonging, empowerment, and progression. Below are examples of insightful questions tailored to each theme.
Respect: Valuing Unique Contributions
Respect is a cornerstone of inclusive workplaces. Employees should feel their individuality is recognised and valued.
Questions to ask:
- Do you feel your unique traits, skills, and experiences are valued at work?
- Are you comfortable being your authentic self at work?
- Do you feel that you can share your whole identity with colleagues? If not, why?
- Do you ever feel the need to downplay or mask any aspect of yourself at work?
- Have you experienced or witnessed bullying or harassment? Can you share what happened?
Activity: To encourage reflection, ask participants to create an “Identity Tree,” listing aspects of their identity, such as gender, age, cultural background, or skills. Use this as a starting point for discussion.
Belonging: Building Social Connections
Belonging reflects the extent to which employees feel they are part of their team and emotionally supported.
Questions to ask:
- Do you feel you belong at [Employer]? Why or why not?
- Do you consider yourself a valued and integral part of your workgroup?
- Have you ever felt excluded at work, either socially or during work activities?
- Do you feel emotionally and socially supported by your colleagues?
- How would you feel about leaving your team or workgroup?
Empowerment: Supporting Full Participation
Empowered employees feel they have the tools, resources, and opportunities to succeed.
Questions to ask:
- Do you have access to the resources, information, and people needed to perform your role?
- Have you faced obstacles in your career progression that others might not experience?
- Do you feel supported in developing your skills and advancing your career?
- Are there any workplace policies or practices that make it harder for you to contribute fully?
- What could your employer do to better support your professional growth?
Progression: Ensuring Equal Opportunities
Progression reflects an organisation’s commitment to fair career advancement for all employees, regardless of their background.
Questions to ask:
- Have you experienced or witnessed discrimination in your workplace? If so, what happened?
- What traits, contributions, or behaviours are most valued in your organisation?
- What do you think is necessary to advance in your career here?
- Can you describe a typical leader at your organisation? How does that compare to your own experiences?
- Do you believe there are equal opportunities for advancement across all groups in your workplace?
Tips for Conducting a Diversity and Inclusion Focus Group
- Create a Safe Space: Ensure participants feel comfortable sharing their honest experiences.
- Use Open-Ended Questions: Avoid yes/no questions to encourage deeper responses.
- Encourage Respectful Dialogue: Set ground rules for listening and interacting during the session.
- Follow Up: Analyse insights from the focus group and implement changes where necessary.
Conclusion
By asking the right questions to ask a diversity and inclusion focus group, organisations can gain valuable insights into employee experiences, challenges, and needs. This helps shape targeted strategies to foster a truly inclusive workplace. Incorporating questions about respect, belonging, empowerment, and progression ensures a comprehensive understanding of diversity and inclusion within your organisation.
Use these questions as a starting point for your next D&I focus group to create meaningful change and drive long-term success.
Originally posted on LinkedIn
Related Reading:
Learning Solutions:
Support: