Antoine Andrews is the Chief Diversity & Social Impact Officer at SurveyMonkey.
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The dialogue around diversity and gender is constantly evolving and will continue to do so. The words we use to express, identify and define ourselves are chock-full of meaning and personal significance. This is why it’s critical that leaders are in tune with how employees talk and feel about gender identity. We can't ask the right questions if we don’t know the right language. We can’t gather authentic feedback if we don’t demonstrate empathy, understanding and respect.
A key trend that emerged from SurveyMonkey’s second annual State of Surveys report is that gender-inclusive surveys are growing worldwide, reflecting a trend toward greater gender inclusivity in society overall. This illustrates the prime opportunity we leaders have to not only build upon this momentum to grow stronger connections and exhibit a greater understanding of gender inclusion in the workplace but also to expand participation in feedback programs and inspire true belonging.
Here are a few things to keep in mind as you work to support the growth of gender inclusivity in the workplace this year, homing in on language, communication, outreach and beyond.
1. Know the stats: Gender inclusivity is on the rise worldwide.
Questions about gender are among the most frequently used demographic questions on surveys. As gender inclusion becomes increasingly mainstream, the traditional male/female response options are quickly becoming a thing of the past. In the U.S. today, for example, the State of Surveys report found that 73% of surveys with gender-related questions offer three or more response options, representing an increase of 9% since just last year.
Many countries worldwide are also supporting greater gender inclusion by adopting nonbinary gender options within surveys. Depending on the country reviewed, between 9% and 22% of surveys sent included more than two gender response options in 2012; today that number is well above 50% for the majority of countries surveyed. These findings demonstrate that more organizations are recognizing the societal shifts around gender identification and actively assessing how they approach the topic.
2. Keep up with changing terminology.
Research shows that today, "nonbinary" has grown into the leading answer option for gender-inclusive questions that have options other than male or female (if only one term is used in the question) and is more popular than other options like "prefer not to say" or "gender not listed here."
Whether communicating from a podium or via a survey, answering questions or trying to figure out how to ask the right ones (as I've written about previously), HR and DEI leaders must be hyper-vigilant about using language that cultivates understanding, engagement and connection in order to drive authentic feedback.
It’s easy to check out, disengage or disconnect when we feel misunderstood. That’s why when you are collecting insights or information from people, it’s vitally important for leaders to be well-versed and know the specific words being used (and how they are changing!) and to ask questions to understand and cultivate feelings of inclusivity and belonging.
3. Consider the questions people ask, not just the answers.
Which came first: the survey findings or the societal trend? Often, these two are so intricately entwined it can be difficult to identify! But that’s the point. As society matures in its understanding of gender, surveys must also progress. This starts with awareness and continues with a willingness to embrace a more nuanced view of societal shifts in gender inclusion.
I find it enlightening to look at the questions people ask—in planning/brainstorming sessions, in Town Hall gatherings, in surveys on employee experience and in customer service—as those are often more telling than the answers they give. This is particularly true in the case of gender inclusion and identity—topics where the questions asked and the answers given so thoroughly reflect what’s happening in society.
Questions people ask about gender (and other topics) not only reveal their personal priorities, beliefs and values but also what they’re thinking, feeling and experiencing as employees, customers or community members. These questions are a treasure trove of insight for business leaders looking to approach sensitive topics from a place of continuous growth.
4. Be consistent.
Like many important DEI initiatives, supporting the evolution of gender inclusivity in the workplace is never a "one-and-done" process. The approach leaders take, the language we use and the data we collect demand constant reassessment to create space for the conversation to evolve.
At SurveyMonkey, we practice "ask, listen, then act," a philosophy based on the premise that the key to knowing is asking, the key to understanding is actively listening and the key to it all is thoughtful action. I find that this simple, repetitive process—when carried out consistently and shared transparently—helps build trust and fosters participation in future requests for feedback.
5. Course correct when needed.
Not only is the way we ask about gender in surveys changing, but people's willingness to answer questions about sexual orientation and gender identity (SOGI) is also shifting, likely more than you might think. After all, people want to be helpful, and they want to be heard.
The old axiom is often true: It’s not what you say, it’s how you say it. Asking questions rooted in authenticity makes people feel valued. When a person feels valued, by default they are more receptive to providing meaningful feedback. If they don’t feel valued, reaching out opens the door for them to share their discontent. This feedback in turn gives business leaders an opportunity to course correct based on new information.
Conclusion
The freedom and flexibility to change direction alongside shifting societal trends is a powerful tool to advance DEI efforts and support the growth of gender inclusion in the workplace. Stay tuned to the shifting data, terminology, language and questions people are asking. And don’t be afraid to ask questions yourself! It’s one of the most effective ways to thoroughly embed yourself in the conversation, grow personal understanding and support the diverse perspectives needed to thrive.
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