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Should Dietary and Alcohol Preference Questions Be Included in Diversity and Inclusion Surveys?

25th July 2024 by Mark Holt
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Divrsity's Template EDI Survey Questions include questions about dietary and alcohol preferences.

But in the interest of Quality over quantity, should we drop these questions?

On one hand, these questions could provide valuable insights into the lifestyle and cultural practices of employees, which may impact their experience in the workplace. On the other hand, there are concerns about the relevance of such questions to diversity and inclusion initiatives.

So, should you include dietary and alcohol preference questions in your DEIB surveys?

Spoiler alert: as usual with DEI questions, the answer depends on your organisation context. The most important take-away is that including the alcohol and dietary parameters questions should be a positive, informed decision that is based on the workplace, rather than an arbitrary "collect all the things".

Arguments for Including Dietary and Alcohol Preference Questions

Diet and alcohol-related questions can reveal interesting intersections of diversity. For example, an employee's dietary restrictions may be influenced by their cultural or religious background, or they may have specific requirements due to health conditions or ethical beliefs. Understanding these intersections can help organisations cater to a wide range of needs and create more inclusive environments.

Let's consider some examples:

  • Religious Diversity: In the UK, there are many faiths practised, each with its own dietary guidelines. For instance, Muslims avoid alcohol and only consume halal meat, whereas Hindus tend to be vegetarian or eat Jhatka meat (meat from animals slaughtered without causing them distress). Jews also follow specific kosher dietary laws, and some Christians choose to abstain from alcohol or certain foods during Lent. Understanding these preferences can help organisations ensure that employees of all faiths feel included at company events and have suitable food options available.
  • Health Conditions: There are numerous health conditions that require specific diets. For example, according to Allergy UK, approximately 2 million people in the UK live with a diagnosed food allergy, and many more may have intolerances or auto-immune conditions like Coeliac disease requiring gluten avoidance. Asking about dietary requirements can ensure these employees aren't unintentionally excluded from social events due to a lack of suitable food options.
  • Ethical Beliefs: Many people in the UK also choose specific diets for ethical reasons, such as veganism or vegetarianism. In fact, according to a 2021 YouGov survey, an estimated 1.5 million British adults identify as vegan (around 3% of the population) and another 6 million as vegetarian (12%). Understanding these preferences is important for creating inclusive menus at work events or providing suitable options in staff canteens.

Creating Inclusive Environments

Asking about dietary requirements and alcohol preferences can be a powerful way to send a message to employees that their needs matter and will be accommodated. This simple act of inclusion can have a significant impact on employee satisfaction, engagement, and overall feelings of belonging.

These valuable insights can also help to shape company policies and practices. For example:

  • Social Events: Imagine an office Christmas party with only meat options available, leaving vegetarian or vegan employees feeling excluded. Or consider a summer barbecue where a Muslim employee is faced with a choice between halal sausages or fish, with no other alternatives offered. These scenarios can easily leave employees feeling like their needs aren't considered important by the company.
  • Wellbeing and Health Initiatives: Dietary preferences can also be linked to health and wellbeing. By understanding employees' dietary choices, organizations can develop wellness programs that support various lifestyles. This shows a commitment to employee health and can encourage a culture of self-care and balance.
  • Data-Driven Decisions: Collecting data on dietary and alcohol preferences can provide valuable insights for decision-making. For example, understanding the range of dietary needs within an organization can inform catering choices, office snack offerings, or even influence the design of a new office kitchen to accommodate various dietary requirements.
  • Daily Routines: Many workplaces offer snacks or have shared kitchen spaces where employees may store their food. Understanding a range of dietary needs can help create an inclusive environment on a day-to-day basis, ensuring that everyone has suitable options available to them.
  • Catering Policies: The information gathered from these survey questions can inform catering choices at work events, ensuring a more inclusive experience. This might include providing vegetarian or vegan options as standard, offering a range of cultural cuisine, or ensuring that special dietary requirements are always considered.
  • Alcohol-Free Alternatives: By understanding employees' preferences and requirements around alcohol, organisations can make informed decisions about providing non-alcoholic alternatives at work functions. This is especially important in creating inclusive environments for those who don't drink due to religious beliefs, health reasons, or personal choice.

Conclusion

Ultimately, the decision to include dietary and alcohol preferences in DEI surveys should be guided by an organisation's specific context, goals, and potential benefits. Employers must carefully weigh the pros and cons associated with this issue and ensure that any data collected is used responsibly, ethically, and in a manner that genuinely contributes to fostering a more diverse, inclusive, equitable, and supportive workplace culture for all employees.


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