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The Science of Scale: Analyzing Agreement Scales in DEI Survey Questions

27 November 2024 by Mark Holt
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In the realm of Diversity, Equity, and Inclusion (DEI) surveys, crafting questions that yield actionable insights is both an art and a science. One critical component of this process is the choice of an agreement scale—a method often used to measure attitudes, perceptions, and levels of agreement among employees. Agreement scales, such as Likert scales, are ubiquitous in DEI surveys because they provide quantifiable data, enabling organizations to track trends and identify disparities.

But not all agreement scales are created equal. Decisions about the number of points on the scale, the wording of the options, and how the results are analyzed can significantly influence the quality of the insights derived. This article explores the science behind agreement scales, compares 4-, 5-, and 7-point scales, and offers practical tips for selecting and customizing these scales to maximize the effectiveness of DEI surveys.

Divrsity Pro Tip
We recommend sticking with the default 5-point scale. Whenever clients run surveys using a 4-point scale, we get tons of feedback in the verbatims that respondents would like a "Neutral" option. The 7-point is not really recommended at all. It's too much cognitive load for most people and tends to drive down response rates.

To change the scale on your survey, open your Divrsity dashboard. Go to the top right menu and choose "Company Profile". Expand the "Advanced" Box and you'll see a drop-down where you can choose your scale.

What Are Agreement Scales?

Agreement scales are tools that allow respondents to express the degree to which they agree or disagree with a statement. In the context of DEI surveys, these scales are used to measure a wide range of sentiments, such as:

  • Belonging: “I feel a sense of belonging in my team.”
  • Equity: “I believe that promotions are awarded fairly in this organization.”
  • Inclusion: “My manager values my input regardless of my background.”

The responses to such statements are typically captured on a numerical scale, with labels indicating the intensity of agreement or disagreement. For example:

Strongly Disagree Disagree Neutral Agree Strongly Agree
1 2 3 4 5

The data collected from these scales allows organizations to identify patterns, pinpoint areas for improvement, and track progress over time.

The Psychology Behind Agreement Scales

The design of agreement scales taps into psychological principles. By presenting respondents with a range of options, scales encourage nuanced self-assessment and reduce the likelihood of binary, all-or-nothing responses. The length of the scale affects how people interpret and interact with the survey:

  • Cognitive Load: Shorter scales require less mental effort but may oversimplify complex opinions.
  • Perceived Precision: Longer scales allow for greater differentiation but may overwhelm respondents.
  • Cultural and Contextual Factors: Preferences for odd or even scales may vary across cultures or organizational contexts.

Selecting the appropriate scale length and format ensures that the survey aligns with the audience’s preferences while maintaining the integrity of the data.

Comparing 4-, 5-, and 7-Point Scales

The choice of scale length is one of the most debated aspects of survey design. Each option has its advantages and trade-offs.

1. The 4-Point Scale: Encouraging Decisiveness

A 4-point scale eliminates the middle or neutral option, forcing respondents to take a stand. For example:

Strongly Disagree Disagree Agree Strongly Agree
1 2 3 4

Pros:

  • Clarity: By removing neutrality, responses are polarized - it's very easy for employees to choose Neutral if they don't really want to engage with the question
  • Actionable Insights: It’s easier to interpret results since respondents are clearly aligned with agreement or disagreement.

Cons:

  • False Polarization: Some respondents may feel pressured to choose an option that doesn’t fully reflect their opinion.
  • Limited Nuance: Without a neutral option, subtle differences in opinion may be lost.

2. The 5-Point Scale: Balancing Precision and Simplicity

A 5-point scale is the most commonly used format, offering a neutral midpoint. For example:

Strongly Disagree Disagree Neutral Agree Strongly Agree
1 2 3 4 5

Pros:

  • Flexibility: The neutral option accommodates respondents who genuinely feel indifferent or undecided.
  • Ease of Use: Intuitive for most respondents, striking a balance between simplicity and depth.

Cons:

  • Risk of Overuse of Neutrality: Some respondents may default to the middle option to avoid effort or controversy.
  • Less Granularity: For detailed analysis, the scale may lack the precision of a 7-point scale.

3. The 7-Point Scale: Maximizing Nuance

A 7-point scale provides more response options, enabling finer distinctions in opinion. For example:

Strongly Disagree Disagree Somewhat Disagree Neutral Somewhat Agree Agree Strongly Agree
1 2 3 4 5 6 7

Pros:

  • Detailed Insights: Allows respondents to express varying degrees of agreement or disagreement.
  • Improved Data Precision: Useful for advanced statistical analyses.

Cons:

  • Cognitive Load: The increased complexity may deter respondents or lead to inconsistent responses.
  • Potential Redundancy: Some distinctions between options may feel unnecessary to respondents.

Choosing the Right Scale for Your DEI Survey

When selecting an agreement scale, consider the following factors:

Survey Goals:
  • If the focus is on quick, actionable insights, a 4- or 5-point scale may suffice.
  • For in-depth analysis, especially in large organizations, a 7-point scale may be preferable.
Audience Characteristics:
  • If the survey targets a diverse audience, a simpler scale (e.g., 5-point) might be more inclusive.
  • For audiences familiar with survey formats, a 7-point scale can capture greater detail.
Data Analysis Needs:
  • Consider the statistical methods you plan to use. Finer scales allow for more robust analysis but require careful interpretation.

Once again, we strongly recommend the use of 5-point scale. See the introduction for a reminder why.

How Divrsity Simplifies Scale Customization

At Divrsity, we understand that no two organizations are the same. That’s why we empower users to customize every aspect of their DEI surveys, including:

  • Agreement Scales: Whether you prefer a 4-, 5-, or 7-point scale, Divrsity allows you to tailor the format to your organization’s needs.
  • Question Wording: Ensure language is clear, inclusive, and aligned with your organization’s tone-of-voice.
  • Questions: Add or Remove any questions.
  • Visual Design: Customize survey colors, branding, and layout to enhance engagement.

By offering unparalleled flexibility, Divrsity ensures that your DEI surveys are not only effective but also reflective of your organization’s unique culture and priorities.

Tips for Using Agreement Scales Effectively

  1. Pilot Test Your Survey:

    Before launching, test the survey with a small, diverse group to identify potential issues with scale clarity or respondent preferences. Because Divrsity is a collaborative platform, you can always invite your colleagues to join, preview the survey themselves, and/or make changes to the questions.

  2. Avoid Overloading Respondents:

    Use agreement scales judiciously and mix them with open-ended questions to maintain engagement.

  3. Combine with Qualitative Data:

    Agreement scales provide quantitative insights, but adding open-text responses enables employees to elaborate on their answers, adding context and depth. Divrsity supports verbatim responses out-of-the-box.

Conclusion

The choice of an agreement scale in DEI surveys may seem like a small detail, but it has a significant impact on the quality of the data collected and the insights derived. Whether you choose a 4-, 5-, or 7-point scale, the key is to align the scale with your survey goals, audience preferences, and analytical needs.

With Divrsity’s customizable platform, you have the tools to design DEI surveys that are not only scientifically sound but also tailored to your organization’s unique culture. By leveraging the science of scale, you can turn employee feedback into actionable strategies that foster diversity, equity, inclusion, and belonging across your workplace.

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