We had a lot of beliefs about who worked at Table XI, but not a lot of data. We had never done a diversity survey to see how people identified, in part because we weren’t a large organization and in part because we felt like we already knew the answer. Which is proof we fall into the same trap we’re constantly helping our partners avoid.
Forget what you think you know and ask questions of the people you’re trying to understand.
To pull together the right survey questions, we had to think about what we were trying to learn, where it would ultimately be shared and most importantly, how we could make everyone feel comfortable sharing information about how they identify. It took us about half a year to figure out, but what we have now is a repeatable and representative process we can use to put real goals behind our diversity efforts going forward.