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Written by Ellonda Williams, Director of EDI at B Lab


Our movement calls for boldness and inclusivity with the purpose of betterment for all, and it’s imperative that we continue to seek ways to “practice what we preach” at B Lab. 

We take our commitments to Justice, Equity, Diversity, and Inclusion (JEDI) and antiracism seriously. We also believe in "measuring what matters," since we can't improve what we can't see or understand. One of the ways we measure our progress is through employee surveys, and specifically, our annual Inclusion & Engagement survey.

Please keep in mind that this article is not exhaustive; the POps team is happy to answer questions and provide support to teams for any information not covered by this article. Please reach out to us with any questions by opening a new ticket - ticket responses are added to the FAQs section below on a regular basis. 

Inclusion & Engagement Surveys


It is my hope that our Inclusion & Engagement survey will be powerful in assessing inclusion across a broader spectrum of diversity across the organization. Diversity is about much more than demographics (race/ethnicity, gender, and age). Government-mandated forms oversimplify the broad range of identities that we’re trying to create more space for every day. To give our employees a way to be measured as they self-identify, and to give us a way to measure whether we’re truly building an inclusive workplace where people from all backgrounds can thrive, we will measure self-reported demographic information in categories beyond race and gender, including:


Education level

Family status


Education level of parents/guardians

Gender identity

Caregiver status


Geographic origin

Immigration generation


Sexual orientation

Veteran status

Socioeconomic background

Part of creating a culture that celebrates identities is allowing people to name them. I hope the survey itself helps people feel seen, and by evaluating employees’ sense of inclusion, alongside self-reported demographic information, we can identify areas where we’re falling short and develop plans for improvement. 


This is not about hoping for “good” results so we can pat ourselves on the back about how great we are at JEDI. We sought to build a survey that will give us signals about where to improve, so we can dig into sensitive areas with the understanding that results will be varied.

You find out more by viewing the 2020 Inclusion and Engagement Survey Plan

Survey Goals

  • Learn B Lab’s self-identified demographics (gender, ethnicity, sexual orientation, veteran status, neuro-diversity, etc.)
  • Gain insights into the effectiveness of B Lab’s current diversity initiatives, strengths, and weaknesses
  • Get a pulse for what JEDI-related resources employees need

Average employee survey response rates are 50% (which is about the rate achieved in US elections). Culture Amp rates for businesses with <50 employees are typically 80 - 90%; this decreases as the number of employees increases. We, however, are B Lab and we believe in stretching goals; therefore, we are looking for a 100% participation rate.

Typical Timeline - Post-survey closure

  • Create a report/presentation of our survey results - the highs and the lows. Culture Amp helps identify opportunities for impact by surfacing drivers of engagement and hotspots across divisions and demographics. We will benchmark the results against organizations similar to B Lab and track progress all within the platform. 
  • Once 3-5 areas of growth are identified, a report will be shared first with the JEDI Committee and People & Culture to provide initial feedback and garner any areas to elevate to the Executive Leads and the Board.
  • Focus groups will be held based on demographics to gain further insight on survey results and any opportunities to share in safe spaces.
  • A report will then be crafted for the Board which will include any proposed areas of improvement and strengths, recommendations and requests, as well as general themes garnered from the focus groups.
  • Next, a final report and action plan will be shared internally with staff. A Brown Bag will be held to discuss results with staff and solicit feedback on proposed action plans.
  • After the report is shared internally, Ellonda will work with the MarComm team to determine a course of action for any external reporting.
  • A final all-staff meeting will be held which will outline any feedback, recommendations and approvals from the Board and/or Exec Team, recap any changes that have already occurred as a result of the survey, and share plans for future JEDI programming and goals for the following year.


B Lab continues to look ahead as we concentrate on the continued execution of our mission and goals. We will find our greatest success through the contributions that each one of us makes. Diversity enhances our work by exposing it and challenging us to consider, weigh, and value the thoughts, experiences, and practices of others different from ourselves.


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