Free Athena Swan Culture Survey

This question gauges the visibility of equity priorities in leadership messaging. Frequent and clear communication from the top is essential to reinforce commitment and drive lasting cultural change.

Leadership behavior sets the tone for the entire organisation. Seeing senior figures actively invite and respect diverse viewpoints helps embed inclusive norms.

Clarity in stated commitments ensures everyone understands the goals. This reduces ambiguity and encourages collective ownership of equity initiatives.

Visibility of support indicates genuine prioritisation of those initiatives. It also motivates staff to engage, knowing leaders endorse the effort.

Accountability mechanisms signal that progress on gender equity matters. Knowing that performance reviews include equity metrics drives sustained focus.

Resource allocation demonstrates practical support beyond rhetoric. Adequate funding and time commitments are vital to turn plans into action.

Transparency builds trust by showing both successes and challenges. Regular updates help staff stay informed and invested in the journey.

Proactive feedback-seeking indicates leaders value a range of perspectives. This practice helps identify blind spots and fosters a sense of inclusion.

Resistance can stall progress if not managed well. Effective leaders anticipate pushback and use dialogue to build broader support.

Frequent reviews ensure momentum is maintained and issues are addressed swiftly. This promotes a culture of continuous improvement.

This measures perceived fairness in growth pathways. Equal access is critical for retaining and advancing diverse talent.

Comfort in speaking up reflects psychological safety. When staff feel heard, organisations can address problems before they escalate.

Inclusion of varied viewpoints enhances creativity and problem-solving. It also signals respect for all team members' expertise.

Perceived bias can undermine trust in fairness. Identifying bias helps refine evaluation criteria and training.

This assesses proactive efforts to diversify leadership. Encouragement and sponsorship are key to closing representation gaps.

Practical accommodations reflect genuine respect for diversity. They support an environment where everyone can thrive.

Inclusion in decisions fosters ownership and engagement. This question identifies gaps in participatory practices.

Microaggressions erode workplace wellbeing over time. Capturing these experiences is vital for targeted training.

Recognition boosts morale and signals value for all backgrounds. Visibility encourages ongoing positive behavior.

This gauges responsiveness to issues affecting fairness. Timely action demonstrates commitment to continuous improvement.

Inclusive language attracts a wider talent pool. This helps counteract unintentional bias in recruitment.

Transparency reduces perceptions of favoritism or unfairness. Clear criteria empower candidates to self-assess fit.

Diverse panels help mitigate individual biases. This leads to more balanced hiring decisions.

Flexibility is a key retention driver, especially for caregivers. Effective support demonstrates understanding of varied needs.

Exit feedback highlights systemic issues driving departures. Acting on this data can improve retention rates.

Consistency in promotions prevents perceived inequities. This fosters trust in career progression pathways.

Access to mentors accelerates career development. Sponsorship can open doors to high-visibility assignments.

Realistic targets motivate genuine effort. Setting and reviewing targets shows strategic commitment to diversity.

Effective onboarding sets expectations and norms. It helps new staff integrate and feel valued from day one.

Re-entry programmes reduce skill and confidence gaps. They encourage retention of experienced professionals.

This gauges uptake of foundational equity training. Regular refreshers help maintain awareness of hidden biases.

Perceived effectiveness predicts actual behavior change. Feedback informs adjustments to future sessions.

Equitable access to leadership training fosters a diverse pipeline. Barriers here can limit representation at senior levels.

Skill development in challenging situations boosts confidence. This contributes to a more supportive environment.

Embedding these topics in appraisals signals priority. It also reinforces accountability at all levels.

Targeted mentoring accelerates inclusive leadership skills. It also fosters relationships across diverse groups.

Formal paths for champions ensure sustained advocacy. This builds internal capacity for ongoing initiatives.

Measuring impact ensures resources drive meaningful change. Data on outcomes supports continuous improvement.

Peer knowledge-sharing extends the value of events. It helps embed insights into daily practice.

External learning can bring fresh perspectives and best practices. Organizational support encourages continuous staff growth.

Effective policies on hours and leave support diverse lifestyles. They can reduce burnout and improve retention.

Clear procedures empower staff to raise issues safely. Accessibility ensures no one is deterred by complexity.

Fair implementation prevents perceptions of favoritism. It ensures access regardless of role or grade.

Transparency deters pay and progression disparities. Open policies foster trust and accountability.

Return-to-work support aids retention of valuable staff. Formal policies help standardise consistent practices.

Periodic reviews catch unintended biases over time. They keep policies aligned with evolving standards.

Inclusive observance policies respect varied traditions. They help staff feel valued and understood.

Fair performance management is central to equity. Understanding perceptions guides policy refinements.

Easy access to policy information promotes compliance. Awareness reduces confusion about entitlements.

Timely communication ensures everyone is informed. It also invites feedback and fosters buy-in for changes.

Frequent surveys provide up-to-date sentiment data. Consistency signals that feedback is valued and tracked over time.

Perceived impact motivates continued engagement. It also measures organisational responsiveness.

Transparency builds trust in the follow-up process. Staff are more likely to participate if they see outcomes.

Confidential options protect those who fear reprisal. They encourage openness about sensitive issues.

Regular updates keep equity goals front of mind. They reinforce that the organisation is on a continual improvement journey.

Timeliness indicates that issues are taken seriously. It reassures staff that the organisation cares about their voice.

Quality of facilitation affects the depth of dialogue. Skilled managers can nurture constructive conversations.

Multi-format delivery ensures information reaches all staff. It demonstrates inclusivity in communication design.

Inclusive planning harnesses diverse insights. Participation fosters ownership and accountability.

Trust in follow-through underpins future engagement. Measuring trust helps identify credibility gaps.