Workplace Inclusion Scale - Another tool for EAPs 工作场所包容性量表 - EAP 的另一个工具
Article • January 2022 文章 • January 2022
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2 authors, including: 2 位作者，包括：
Patricia Ann Herlihy 帕特里夏·安·赫利希
Rocky Mountain Research 落基山研究
56 PUBLICATIONS 157 CITATIONS 56 篇出版物 157 次引用
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The Journal of Employee Assistance 员工援助杂志
Data Game Changer 数据游戏规则改变者
The Hidden Workers Part I 隐藏的工人 第一部分
The Workplace Inclusion Scale 工作场所包容性量表
Another Tool for EAPs EAP 的另一个工具
| By Patricia Herlihy, PhD, RN; Dave Sharar, PhD; and Molly Robey, PhD |作者：Patricia Herlihy，博士，注册护士;Dave Sharar 博士;和 Molly Robey 博士
In 2010 Chestnut Global Partners (CGP) created the Workplace Outcome Suite (WOS) to provide EA professionals with a method for collecting empirical data about the impact of their interventions. This scale has been in existence for over ten years and the most recent report confirms data from over 45,726 users who have used EAP counseling services during that time span. (Attridge and Streenstra, 2021) 2010 年，Chestnut Global Partners （CGP） 创建了工作场所成果套件 （WOS），为 EA 专业人员提供了一种收集有关其干预影响的经验数据的方法。这个量表已经存在了十多年，最新的报告证实了在此期间使用过 EAP 咨询服务的超过 45,726 名用户的数据。（Attridge 和 Streenstra，2021 年）
Chestnut Health Systems, the parent company of CGP, recently created a new psychometrically informed instrument to help the EAP field integrate inclusion into its services: the Workplace Inclusion Scale (WIS). CGP 的母公司 Chestnut Health Systems 最近创建了一个新的心理测量信息工具，以帮助 EAP 领域将包容性整合到其服务中：工作场所包容性量表 （WIS）。
The WIS is a tool that organizations can use to quickly assess the impact of diversity and inclusion efforts as perceived by those employees working within one or more departments and regional offices of an organization. Specifically, it is a method for EAPs, as management consultants, to offer HR, benefit departments, and diversity, equity, and inclusion (DEI) programs a unique lens to assess the perceived level of employee inclusion. WIS 是一种工具，组织可以使用它来快速评估在组织的一个或多个部门和区域办事处工作的员工所感知的多元化和包容性工作的影响。具体来说，这是 EAP 作为管理顾问的一种方式，为人力资源、福利部门和多元化、公平和包容性 （DEI） 计划提供了一个独特的视角，以评估员工包容性的感知水平。
Intent of Article 文章意图
This article introduces the (WIS) to the EAP community and highlights its usefulness in addressing organizational concerns about how to measure the effectiveness of DEI initiatives and programs. The WIS scale is intended to provide simplicity, clarity, and coherence to the assessment of the success of DEI programs, some of which have existed in organizations for as many as 15 years. 本文向 EAP 社区介绍了 （WIS），并强调了它在解决组织关于如何衡量 DEI 倡议和计划有效性的担忧方面的有用性。WIS 量表旨在为评估 DEI 计划的成功提供简单、清晰和连贯性，其中一些计划已在组织中存在长达 15 年。
Considerable efforts have gone into determining which questions are most salient for capturing employee sentiments on DEI. While the researchers began with a beta-test of twenty questions, they were able, with statistical confidence, to reduce the number to eight with the knowledge that short scales are known to increase response rates. For a list of these 人们付出了相当大的努力来确定哪些问题对于捕捉员工对 DEI 的看法最突出。虽然研究人员从 20 个问题的 beta 测试开始，但他们能够凭借统计信心将数量减少到 8 个，因为他们知道已知短量表可以提高回答率。有关这些的列表
Get your free PDH! 获取免费的 PDH！
A reminder that by reading this issue’s cover story and answering a 5-item multiple choice quiz at https://bit.ly/3yGSPCR you can earn one free PDH. Upon completion of the quiz, contact Julie Rochester (j.rochester@eapassn.org) to notify her that you have successfully completed the quiz, and she will forward the earned PDH certificate. 提醒一下，通过阅读本期的封面故事并在 https://bit.ly/3yGSPCR 回答 5 项多项选择测验，您可以获得一个免费的 PDH。完成测验后，请联系 Julie Rochester （j.rochester@eapassn.org） 通知她您已成功完成测验，她将转发获得的 PDH 证书。
questions, see the “Scaled Questions with Related Themes” section in this article. 问题，请参阅本文中的“具有相关主题的缩放问题”部分。
Background 背景
The year 2020 was widely acclaimed as a year of racial awakening. The deaths of unarmed black Americans, including Ahmaud Arbery, George Floyd, and Breonna Taylor generated widespread agitation and protests across the United States. In the wake of the violence and unrest, many Americans have come to believe that the country needs to pass new civil rights laws to counter racial discrimination (Jones, 2020). 2020 年被广泛赞誉为种族觉醒的一年。包括 Ahmaud Arbery、George Floyd 和 Breonna Taylor 在内的手无寸铁的美国黑人的死亡在美国各地引起了广泛的骚动和抗议。在暴力和动荡之后，许多美国人开始相信，美国需要通过新的民权法来打击种族歧视（Jones，2020 年）。
This realization has also spilled over into private sector recruitment and retention practices. According to Edelman (2020), a majority of Americans believe private sector organizations bear responsibility for helping to create a more equitable and just society. 这种认识也蔓延到私营部门的招聘和保留实践中。根据 Edelman （2020） 的说法，大多数美国人认为私营部门组织有责任帮助创造一个更加公平和公正的社会。
As a result, a renewed urgency is being seen within workplaces to revise diversity policies and foster inclusion. A recent Fortune/Deloitte Survey (2021) finds that 96%96 \% of CEOs agree that DEI is a strategic priority for them in the current socioeconomic climate. 因此，工作场所内修订多元化政策和促进包容性的紧迫性正在重新显现。最近的一项财富/德勤调查（2021 年）发现， 96%96 \% 的 CEO 同意 DEI 是他们在当前社会经济气候下的战略重点。
Joan Williams and David White (2020), in an article in the Harvard Business Review focused on 琼·威廉姆斯 （Joan Williams） 和大卫·怀特 （David White） （2020） 在《哈佛商业评论》上的一篇文章中重点关注
“Updating your DE&I Playbook” suggest that past efforts to deal with equity, diversity and inclusion have basically failed. They attribute this failure to a lack of structural and cultural change within organizations. Such change, they argue, must be driven by evidence and metrics. “更新您的 DE&I 手册”表明，过去处理公平、多样性和包容性的努力基本上失败了。他们将这种失败归因于组织内部缺乏结构和文化变革。他们认为，这种变化必须由证据和指标驱动。
Measuring DEI is Challenging 衡量 DEI 具有挑战性
Measuring diversity, equity, and inclusion quickly and with a sound and reliable tool presents several challenges. 使用可靠可靠的工具快速衡量多样性、公平性和包容性存在一些挑战。
Diversity-a characteristic of a group that includes people of multiple and various identities and abili-ties-may be relatively straightforward to measure. However, assessing the extent to which “all people feel respected, accepted, supported, and valued” within a work environment, and all employees, 多样性——包括多重和不同身份和能力关系的人的群体的一个特征——可能相对容易衡量。然而，评估工作环境中“所有人都感到被尊重、接受、支持和重视”的程度，以及所有员工，
“fully participate in decision-making processes and development opportunities within an organization, is even more of a challenge to measure” (Romansky et al., 2021). “充分参与组织内的决策过程和发展机会，更是一个难以衡量的挑战”（Romansky et al.， 2021）。
It is in response to this contextual background that the authors introduce the Workplace Inclusion Scale (WIS). 正是为了回应这种背景，作者引入了工作场所包容性量表 （WIS）。
Discussion 讨论
The WIS is a particularly noteworthy tool in its employee-centeredness. Unlike many other diversity and inclusion assessment tools that rely on quantitative metrics, the WIS focuses exclusively on the reports of employee experiences and perceptions of the degree to which they feel they belong, are respected, are involved and engaged at their jobs, and have access to career building opportunities. WIS 是一个特别值得注意的工具，因为它以员工为中心。与许多其他依赖定量指标的多元化和包容性评估工具不同，WIS 只关注员工体验的报告以及他们对自己归属感、受到尊重、参与和参与工作以及获得职业发展机会的程度的看法。
Since the WIS does not ask employees to weigh in on perceptions of diversity efforts, it provides a more direct measure of how efforts around diversity affect employees in terms of engagement and a sense of belonging. 由于 WIS 不要求员工权衡对多元化工作的看法，因此它提供了一个更直接的衡量标准，即围绕多元化的努力如何在敬业度和归属感方面影响员工。
The nucleus of the WIS centers on eight key themes: trust, value of individual attributes, personal work engagement, access to opportunity, fair rewards, cultural responsiveness, respect, and social acceptance. These concepts are measured by validated questions on a Likert scale ranging from 1-5 as illustrated below: WIS 的核心围绕八个关键主题：信任、个人品质的价值、个人工作参与度、获得机会的机会、公平的奖励、文化响应、尊重和社会接受度。这些概念是通过 1-5 级李克特量表上的验证问题来衡量的，如下所示：
Scale Questions with Related Themes 使用相关主题对问题进行比例调整
I know I can trust this organization (trust) 我知道我可以信任这个组织 （trust）
People are valued as individuals by the organization (values individual attributes) 组织将人视为个人 （重视个人属性）
My opinions matter to the organization (personal work engagement) 我的观点对组织很重要（个人工作参与度）
I have access to new opportunities (access to opportunity) 我有机会获得新的机会 （Access to Opportunity）
The organization distributes recognitions fairly (fair rewards) 组织公平地分配认可（公平的奖励）
I think the organization recognizes diversity (cultural responsiveness) 我认为组织认识到多样性（文化响应性）
I feel respected by the organization (respect) 我感到受到组织的尊重 （respect）
I always feel like I’m part of a team at work (social acceptance) 我总是觉得自己是工作团队的一员（社会接纳）
Note: For a detailed discussion of the selection of these eight themes and how they relate to the questions, please refer to the validation article being published in W@W’s Journal of Total Rewards in March 2022. (Editor’s note: To access this article as it becomes available, contact any of the authors at the email addresses listed at the end of this article.) 注意：有关这八个主题的选择以及它们与问题的关系的详细讨论，请参阅 2022 年 3 月发表在 W@W 的 Journal of Total Rewards 上的验证文章。（编者注：要访问本文，请通过本文末尾列出的电子邮件地址联系任何作者。
Because when it comes to work-life, experience matters most. 因为在工作和生活方面，经验最重要。
Ask us how we can help enhance your EAP with KGA’s work-life fulfillment services. 询问我们如何通过 KGA 的工作生活履行服务帮助您提高 EAP。 508.879.2093 info@kgreer.com kgreer.com
Using a Pre/Post methodology as a measure of change, a final comparative score can be created that can help EA practitioners, HR managers, and DEI professionals objectively evaluate how their employees specifically feel about the degree to which inclusiveness exists within their work team and company. 使用 Pre/Post 方法作为变化的衡量标准，可以创建一个最终的比较分数，可以帮助 EA 从业者、人力资源经理和 DEI 专业人士客观地评估他们的员工对其工作团队和公司中存在的包容性程度的具体感受。
Although the WIS scale offers suggestions for choices in demographic selections, users of this scale are encouraged to explore how employees of different 尽管 WIS 量表为人口统计选择提供了选择建议，但鼓励此量表的用户探索不同
ages, genders, races, and sexual identities experience inclusion in their own work environments. 年龄、性别、种族和性身份在他们自己的工作环境中体验到包容性。
Intended Uses for the EAP Field EAP 字段的预期用途
Statistical analysis supports the WIS scale as an efficient and precise measure of inclusion. The WIS is shown to be a valid and reliable instrument that provides a systematic way to assess employee feelings about inclusion in a wide range of workplace environments. The validation paper for this new scale, which, 统计分析支持 WIS 量表作为一种有效且精确的包容性衡量标准。WIS 被证明是一种有效且可靠的工具，它提供了一种系统的方式来评估员工对各种工作场所环境包容性的感受。这个新秤的验证文件，
WORKPLACE INCLUSION SCALE 工作场所包容性量表
Thank you for agreeing to participate in our short study of inclusion at the workplace. As you can see neither your name nor any other identifying information appears on this questionnaire. Therefore, your responses to the questions will never be linked to you personally. Please answer the questions as honestly as you can. 感谢您同意参加我们关于工作场所包容性的简短研究。如您所见，您的姓名或任何其他身份信息均未显示在此调查问卷上。因此，您对问题的回答永远不会与您个人相关联。请尽可能诚实地回答问题。
Please check the appropriate box: 请勾选相应的框：
Gender: Man Woman Transgender or Nonbinary Prefer not to say 性别： 男性 女性 跨性别者或非二元性别 不想说
Sexual Identity: Bisexual, Pansexual, or Queer Gay/Lesbian Heterosexual Prefer not to say 性身份： 双性恋、泛性恋或酷儿 男同性恋/女同性恋 异性恋 不想说
Race and Ethnicity: American Indian or Alaskan Native Asian Black Hispanic or Latinx Multiracial or Multiethnic Native Hawaiian and Other Pacific Islanders White Prefer not to say 种族和民族： 美洲印第安人或阿拉斯加原住民 亚洲黑人 西班牙裔或拉丁裔 多种族或多民族 夏威夷原住民和其他太平洋岛民 白人 不愿说
Age: 年龄：
15-20
21-30
31-40
41-50
51-60
61+
Prefer not to say 不想说
Instructions: The following statements reflect your impressions of your work environment. Please answer as honestly as you can and remember that your answers are completely anonymous. Please circle the appropriate number to the right of each question using the 1-5 response format.
Strongly Somewhat disagree disagree
Neutral
Somewhat
Strongly agree agree
Instructions: The following statements reflect your impressions of your work environment. Please answer as honestly as you can and remember that your answers are completely anonymous. Please circle the appropriate number to the right of each question using the 1-5 response format.
Strongly Somewhat disagree disagree
Neutral
Somewhat
Strongly agree agree| Instructions: The following statements reflect your impressions of your work environment. Please answer as honestly as you can and remember that your answers are completely anonymous. Please circle the appropriate number to the right of each question using the 1-5 response format. |
| :--- |
| Strongly Somewhat disagree disagree |
| Neutral |
| Somewhat |
| Strongly agree agree |
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5
2. People are valued as individuals by this organization. 2. 这个组织把人当作个体来看待。
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5
3. My opinions matter to the organization. 3. 我的观点对组织很重要。
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5
4. I have access to new opportunities. 4. 我有机会获得新的机会。
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5. The organization distributes recognition evenly. 5. 组织平均分配认可。
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6. I think the organization recognizes diversity. 6. 我认为组织认识到多样性。
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7. I feel respected by the organization. 7. 我感到受到组织的尊重。
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8. I always feel like I'm part of a team at work. 8. 我总是觉得我在工作中是团队的一部分。
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Please check the appropriate box:
Gender: Man Woman Transgender or Nonbinary Prefer not to say Sexual Identity: Bisexual, Pansexual, or Queer Gay/Lesbian Heterosexual Prefer not to say Race and Ethnicity: American Indian or Alaskan Native Asian Black Hispanic or Latinx Multiracial or Multiethnic Native Hawaiian and Other Pacific Islanders White Prefer not to say Age:15-2021-3031-4041-5051-6061+Prefer not to say
"Instructions: The following statements reflect your impressions of your work environment. Please answer as honestly as you can and remember that your answers are completely anonymous. Please circle the appropriate number to the right of each question using the 1-5 response format.
Strongly Somewhat disagree disagree
Neutral
Somewhat
Strongly agree agree"
1 2 3 4 5
2. People are valued as individuals by this organization. 1 2 3 4 5
3. My opinions matter to the organization. 1 2 3 4 5
4. I have access to new opportunities. 1 2 3 4 5
5. The organization distributes recognition evenly. 1 2 3 4 5
6. I think the organization recognizes diversity. 1 2 3 4 5
7. I feel respected by the organization. 1 2 3 4 5
8. I always feel like I'm part of a team at work. 1 2 3 4 5| Please check the appropriate box: | | | | | | |
| :--- | :--- | :--- | :--- | :--- | :--- | :--- |
| Gender: Man Woman Transgender or Nonbinary Prefer not to say | Sexual Identity: Bisexual, Pansexual, or Queer Gay/Lesbian Heterosexual Prefer not to say | | Race and Ethnicity: American Indian or Alaskan Native Asian Black Hispanic or Latinx Multiracial or Multiethnic Native Hawaiian and Other Pacific Islanders White Prefer not to say | Age:15-2021-3031-4041-5051-6061+Prefer not to say | | |
| Instructions: The following statements reflect your impressions of your work environment. Please answer as honestly as you can and remember that your answers are completely anonymous. Please circle the appropriate number to the right of each question using the 1-5 response format. <br> Strongly Somewhat disagree disagree <br> Neutral <br> Somewhat <br> Strongly agree agree | | | | | | |
| | | 1 | 2 | 3 | 4 | 5 |
| | 2. People are valued as individuals by this organization. | 1 | 2 | 3 | 4 | 5 |
| 3. My opinions matter to the organization. | | 1 | 2 | 3 | 4 | 5 |
| 4. I have access to new opportunities. | | 1 | 2 | 3 | 4 | 5 |
| | 5. The organization distributes recognition evenly. | 1 | 2 | 3 | 4 | 5 |
| | 6. I think the organization recognizes diversity. | 1 | 2 | 3 | 4 | 5 |
| 7. I feel respected by the organization. | | 1 | 2 | 3 | 4 | 5 |
| | 8. I always feel like I'm part of a team at work. | 1 | 2 | 3 | 4 | 5 |
as noted will be published in the Journal of Total Rewards in their March 2022 edition, will answer readers’ curiosity about the process of designing this new scale. 如前所述，将发表在 2022 年 3 月版的《整体薪酬杂志》上，将回答读者对设计这个新量表的过程的好奇心。
The more this tool is administered and results anonymously pooled, important data for further research in this rapidly growing field will be accessible. Towards that end, the scale will be freely available to users with the signing of a short User License Agreement with similar arrangements as provided with the WOS scale. EA providers that offer workplace consultation/ coaching/training and want to assist employers in building more inclusive work environments can utilize the WIS as a tool to empirically measure the success of their DEI strategies. 该工具的管理越多，结果匿名汇总，就可以获得这个快速增长的领域进一步研究的重要数据。为此，用户只需签署一份简短的用户许可协议，即可免费使用该秤，其安排与 WOS 秤类似。提供工作场所咨询/辅导/培训并希望帮助雇主建立更具包容性的工作环境的 EA 提供商可以利用 WIS 作为实证衡量其 DEI 战略成功与否的工具。
Summary 总结
The Workplace Inclusion Scale (WIS) is a tool to establish a systematic and rigorous basis for conducting diversity and inclusion audits of employees at a wide range of corporate organizations of all sizes. The research conducted to create this scale provides validation for the WIS as a reliable and sound assessment tool. 工作场所包容性量表 （WIS） 是一种工具，用于为对各种规模的企业组织的员工进行多元化和包容性审计建立系统而严格的基础。为创建此量表而进行的研究为 WIS 作为可靠且可靠的评估工具提供了验证。
The scale offers a basis for a single measure that adheres to and builds upon some of the key factors described in the earlier literature on the topic of diversity measurement. The main differences between the Workplace Inclusion Scale and other measures lies in its simplicity, brevity, and theoretically solid structure in capturing employee experiences along the key dimensions of inclusion. 该量表为单一测量提供了基础，该测量遵循并建立在早期关于多样性测量主题的文献中描述的一些关键因素之上。工作场所包容性量表与其他衡量标准之间的主要区别在于其简单、简洁和理论上扎实的结构，可以捕捉员工在包容性的关键维度上的体验。
The WIS tool, when deployed and used as an easy to administer before/after assessment, has the ability to bring empirical and credible assessments of employee experiences to what is now primarily a qualitative assessment and subjective approach to evaluating the efficacy of organizational DEI initiatives. WIS 工具在部署和用作易于管理的评估前/后工具时，能够将对员工体验的实证和可信评估引入现在主要是定性评估和主观方法来评估组织 DEI 计划的有效性。
Patricia A. Herlihy, PhD, RN is the CEO and Founder of Rocky Mountain Research and co-founder of the EA Digital Archive. Her research and consulting centers on delivery benefits models around integration of EAP, work/life and wellness programs. She may be contacted at pherlihy@rockymountainresearch.us. Patricia A. Herlihy 博士、注册护士是 Rocky Mountain Research 的首席执行官兼创始人，也是 EA Digital Archive 的联合创始人。她的研究和咨询集中在围绕 EAP、工作/生活和健康计划整合的交付福利模型上。她的联系方式是 pherlihy@rockymountainresearch.us。
David Sharar is the CEO of Chestnut Health Systems. He codeveloped the Workplace Outcome Suite, a free and scientifically validated tool designed so EA providers can accurately measure the workplace effects of EA services. He can be reached at dsharar@chestnut.org David Sharar 是 Chestnut Health Systems 的首席执行官。他共同开发了 Workplace Outcome Suite，这是一个免费且经过科学验证的工具，旨在让 EA 提供商能够准确衡量 EA 服务对工作场所的影响。您可以通过 dsharar@chestnut.org 联系到他
Molly K. Robey is Director of Employee Experience and Diversity, Equity, and Inclusion Officer at Chestnut Health Systems. Molly K. Robey 是 Chestnut Health Systems 的员工体验和多元化、公平和包容性官员。She works to advance employee well-being and inclusion in Community Health Care. Robey is an experienced educator and facilitator with expertise in racial, religious, and gender identities. 她致力于促进员工的福祉和社区医疗保健的包容性。Robey 是一位经验丰富的教育家和促进者，在种族、宗教和性别认同方面拥有专业知识。Contact her at mkrobey@chestnut.org. 您可以通过 mkrobey@chestnut.org 联系她。
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