NOW WHAT?resources in a workplace that is free of incivility and does not toler-
ate inappropriate sexual conduct.
The survey that you’ll receive shortly is the first step toward
achieving that objective.
We have hired a third- party administrator to conduct the survey
on a strictly anonymous basis. Your answers and identity will be
carefully protected from disclosure.
The administrator will contact you separately and detail its
procedures for preserving anonymity.
The survey you’ll receive is divided into four parts: gender bias,
incivility, inappropriate sexual conduct, and overall workplace
climate. All four areas are important, so please be as candid as
possible in giving your views.Employees should also be told that only the third- party adminis-
trator will see the raw survey results and that it will provide an anal-
ysis of those results to management. Once management receives
that report, employees should be advised of the nature of and time-
table for next steps.
We suggest that you emphasize that because the survey is anon-
ymous, your organization cannot investigate or remedy specific
claims raised by respondents— unless the incidents are separately
reported in accordance with existing company procedures. Urge
your employees to use those procedures if appropriate.
Step 2: Draw Up Your Survey
Whether you start with the assessment that we provide in this article
or create your own questions, you should tailor your survey to your
organization’s culture and climate. Keep in mind the following:
- Avoid questions that could be used— or thought to be used—
to identify participants, such as those about title, age, tenure
with the company, responsibilities, and workplace location. - Don’t ask about marital or domestic status, sexual preference,
children, or prior involvement in sexual misconduct