The Connecticut Department of Transportation (CT DOT) is ramping up efforts to promote more equity, diversity, inclusion and belonging (EDIB) in the workplace starting with a survey aimed at analyzing employees’ firsthand experiences. However, the survey’s design might be distorting the reality of EDIB issues within the agency — if they exist at all.
Completed between May 13 to May 29, only 602 out of approximately 3,300 employees completed the survey, or 20%.
Those who did respond were asked to rate various scenarios on a scale from 1 to 10, with 10 being the most experienced. As for the questions, employees shared whether they felt heard when raising EDIB-related concerns and if they’re comfortable discussing EDIB topics. Most responded positively.
The survey also asked employees whether their culture and backgrounds are respected by coworkers and management; if they’re encouraged to share ideas and suggestions; and whether their opinions are valued were all given overwhelming positive responses. (See examples below)
From here the questions become more problematic.
For example, one question asked if “racial, ethnic, and gender-based jokes or other discriminating comments are frequent at the DOT.” This kind of direct suggestion of bad behaviors might cause respondents to view their workplace experiences through a negative lens, even if these problems are rare or nonexistent. By implying that these issues are the norm could manipulate the reader to overstate problems they might not have otherwise experienced.
The results of this question reflect this potential bias. While the majority — 243 respondents — reported not experiencing this behavior, more than half claimed they did. One reason for these responses is the vague term “discriminating comments,” which undermines the usefulness of the question since it wasn’t clearly defined in the survey. This confusion could lead to responses that are more reflective of their perceptions of the survey’s intent rather than their actual experiences.
Another asks employees to rate the following statement: “I understand Equity, Diversity, Inclusion, and Belonging will transform this agency, and we are change-ready. Our leaders are open, transparent, and fully committed to EDIB for years to come.”
This statement is concerning because it combines multiple assertions into a single question. For instance, a respondent might agree that EDIB will transform the agency but may not believe that leadership is fully committed. When asked to respond to both ideas at once, respondents may choose what they perceive as the least offensive rather than accurately reflecting their views on each aspect. This approach can lead to answers that don’t fully capture the respondents’ true opinions.
Meanwhile, another question forces employees to check all measures that should be taken to help improve the DOT’s culture related to EDIB. Despite the positive feedback given elsewhere in the survey, the responses here contradict them.
Respondents expressed interest by selecting from a list of various EDIB activities. Opportunities to learn from speakers on cultural and inclusive topics were highlighted by 269 employees. Safe spaces for candid conversations were requested by 249 respondents, while 246 indicated a desire for EDIB training beyond initial onboarding.
Additionally, 195 employees favored gatherings centered on cultural or religious holidays, and 152 sought resources such as books, podcasts, and articles. Employee Resource Groups or Affinity Groups were preferred by 149 respondents, and a curated LinkedIn Learning list of trainings was selected by 119. The most popular option among respondents was opportunities to learn from speakers on cultural, diverse, and inclusive topics, chosen by 269.
Employees were allowed to offer other suggestions regarding promotions (to be based solely on merit), further trainings (which some find unnecessary and time-consuming) and the current policies (which several respondents supported).
One respondent answered, “This survey was tough for me because many of the questions were worded such that I would want to ask for clarity on the question or I would want to say 10 for part of the question, and 1 for part of the question or I would want to skip questions that are not applicable at all, but the survey required a response besides ‘not applicable.’ I took my best guess for each question despite these things.”
While having an inclusive and positive work environment should be a priority for all organizations as it leads to more productive and happy workers, relying on surveys with leading questions can create misguided policies and unnecessary bureaucracy, undermining the very goals they aim to achieve — and all at taxpayer expense.
Is There Such a Thing as too Much Equity
On July 12, Gov. Ned Lamont issued an executive order creating the Office of Equity and Opportunity within the executive branch. The order, however, did not announce who will helm the new office.
The new agency has been tasked with leading diversity, equity and inclusion (DEI) trainings, of which state employees will be mandated to attend; developing DEI benchmarks and measures of progress; integrating equity considerations into the budget process and assessing the impact of budget decisions; and developing and implementing agency equity plans.
The question must be asked: how much will pursuing equity, an unachievable concept, cost? Various state agencies already handle their own DEI initiatives — so what’s the difference with this new office. In the end, this is only expanding the bureaucracy, which taxpayers will have to foot the bill for. Where’s the equity in that?
