Data Requirements for Agile, Inclusion and Equity Research

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Questions Asked

Diversity Demographic Data

Anonymised diversity demographic information will be collected and stored in Diversity Atlas. Link to Diversity Atlas Privacy Policy.

  • Age group
  • Gender
  • Disability (1-4)
  • Position level
  • Position type
  • Education level
  • Country of Birth (COB)
  • COB-Father
  • COB-Mother
  • COB-FM
  • COB-FF
  • COB-MF
  • COB-MM
  • Ethnicity (1-2)
  • Racial (1-2)
  • Sexual orientation
  • Lang (1-3)
  • Lang Level (1-3)
  • Religion (1-2)

Agile Maturity Data

The following non-sensitive data relating to business agility maturity will be captured. The system of record is AgilityHealth. Link to AgilityHealth Privacy Policy.

Demographic Information

  • Your Name
  • Your Email Address
  • Your Job Title
  • Your Company Name
  • Your Country
  • May we contact you if we have further questions
  • Your level in the organization
  • Industry
  • Operating Regions
  • Company Size

Maturity Information

Each of these categories is scored between 1 and 10. In the question, examples are given for each score.

  • Customer – Understand The Customer
  • Customer – Customer as Purpose
  • Workforce – Engagement Policies
  • Workforce – Humble & Happy
  • Board – Board Focus
  • Board – Measure What Matters
  • Partners – Supply Chain & Network
  • Partners – Ecosystem
  • People Management – Management Stance
  • People Management – Autonomy & Delegation
  • One Team – Transparency & Sharing
  • One Team – Unity of Purpose
  • Strategic Agility – Market Experimentation
  • Strategic Agility – Vision
  • Structural Agility – Agile Teams
  • Structural Agility – Network Organization
  • Process Agility – Value Streams
  • Process Agility – Agile Methods
  • Enterprise Agility – Funding Models
  • Enterprise Agility – Supporting Functions
  • Growth Mindset – Learning Mindset
  • Growth Mindset – Relentless Improvement
  • Craft Excellence – Adaptability
  • Craft Excellence – Quality First
  • Ownership & Accountability – Collective Ownership
  • Ownership & Accountability – Accountability

Quantitative Questions

  • What are the top challenges you have faced with your Business Agility transformation?
  • What success / real impact have you seen? (Internal or external)
  • How predictable are market conditions (customer demand) in your business and how well has your organization responded to disruption?
  • How would you define Business Agility to your boss / peer?
  • How far along are you in your Business Agility Journey?
  • What level of the organization is your Business Agility transformation being led from?
  • Which departments are being impacted?
  • How predictable are market conditions (customer demand) in your business and how well has your organization responded to disruption?

Interview Questions

Demographic Questions

  • Company
    • Size
    • Segment
    • Country
    • Geography
    • Language for letters and communication tools
    • Anonymous or Named?
    • Acknowledged in Credits?
    • Primary Org Contact Name(s)
  • Individual (Note, this information is completely anonymised)
    • Role
    • Understanding of Agile Organisations
    • Remote or Onsite Worker
    • Gender
    • Sexual Orientation
    • Race / Ethnicity
    • Age
    • Disability/Different abilities
    • Educational Attainment
    • Country of Birth
    • Languages (Fluent)
    • Religion / Belief Systems

Interview Questions

Please note, this is the full range of questions. Not all questions will be asked in all interviews.

  • Section 1 – Diversity, Equity and Inclusion (DEI)
    • What are the policies / programs that help anchor inclusive and equitable practices in your workplace? How do you measure their effectiveness?
    • Can you give specific examples of inclusive and equitable practices implemented by your organisation in the following areas?
    • Can you give specific examples of inclusive and equitable practices implemented by agile organisations in the following areas? Employee engagement, Organisational culture, Leadership, Operations / Processes, Customers
    • What have your inclusive and equitable practices allowed your organisation to achieve in terms of:-
      1. Business outcomes?
      2. Working environment?
      3. Products and services for your customers?
      4. Any other areas?
      What can be improved to support each of those areas?
    • What have inclusive and equitable practices allowed agile organisations to achieve in terms of:-
      1. Business outcomes?
      2. Working environment?
      3. Products and services for your customers?
      4. Any other areas?
      What can be improved to support each of those areas?
    • What are the main challenges your organisation faces in the areas of diversity, equity and inclusion?
    • What are the main challenges agile organisations face in the areas of diversity, equity and inclusion?
  • Section 2 – Agility
    • Can you give specific examples of agile practices implemented by your organisation in the following areas?
    • Can you give specific examples of agile practices implemented by agile organisations in the following areas?
    • How have people and teams responded to agile practices?
      Have you come across specific cases where employees have expressed reservation / had difficulties / have not participated in the way agile practices are defined? How were those cases handled?
    • What have your agile practices allowed your organisation to achieve in terms of:-
      1. Business outcomes?
      2. Working environment?
      3. Products and services for your customers?
      4. Any other areas?
      What can be improved to support each of those areas?
    • What have agile practices allowed agile organisations to achieve in terms of:-
      1. Business outcomes?
      2. Working environment?
      3. Products and services for your customers?
      4. Any other areas?
      What can be improved to support each of those areas?
    • What are the main challenges your organisation faces in the area of agility?
    • What are the main challenges agile organisations face in the area of agility?
  • Section 3 – Agile and DEI
    • We previously talked about inclusion and equity. Do you see any connection between agile and inclusive and equitable practices?
    • Agile transformations can be both formal and informal. Can you describe your agile transformation journey and experience? How extensive was it and what were the results? What consideration was given to inclusivity and equity? Did that have an impact on the results?
    • Agile transformations can be both formal and informal. Can you describe what you have seen of agile transformation journeys and experiences? How extensive were they and what were the results? What consideration was given to inclusivity and equity? Did that have an impact on the results?
    • To what extent has agile helped create a more inclusive and equitable work environment? Has it done so for everyone at all times? Are there any specific tools, practices or ways of working that have helped achieve this or caused issues?
      How has agile helped create more inclusive and equitable products and services for your customers?
    • To what extent has agile helped create a more inclusive and equitable work environment? Has it done so for everyone at all times? Are there any specific tools, practices or ways of working that have helped achieve this or caused issues?
      How has agile helped create more inclusive and equitable products and services for customers?
    • Are there examples of your organisation’s inclusivity and equity assisting with agile ways of working? Are there examples of inclusivity and equity hindering agile ways of working?
      What impact (both assisting and hindering) does this have on product and service offerings?
    • Have you seen examples of inclusivity and equity assisting with agile ways of working?
      Are there examples of inclusivity and equity hindering agile ways of working?
      What impact (both assisting and hindering) does this have on product and service offerings?
    • Are there examples of your organisation’s approach to agility assisting with its inclusivity and equity? Are there examples of agile ways of working hindering inclusivity and equity?
      What impact (both assisting and hindering) does this have on product and service offerings?
    • Have you seen examples of agility assisting with inclusivity and equity?
      Are there examples of agile ways of working hindering inclusivity and equity?
      What impact (both assisting and hindering) does this have on product and service offerings?
    • If you could change or modify the way agile is currently implemented to improve inclusion and equity, how would you do that?

Privacy and Data Protection

Anonymity

Due to the sensitive nature of what we may ask and the need to encourage respondents to be honest, we need to ensure a level of anonymity and safety. The following is our approach:-

  • All published results will be anonymised with no identifying or identifiable data.
  • No data will be sent to anyone outside the research team in order to protect the privacy of respondents.
  • Organisational level data will be stored within the team centrally.
  • Each organisation will be assigned a unique identifier which will be used for mapping to staff and other details to create a level of extraction.
  • Data of individuals will NOT have the name, email address (as often it has a name in it) and other contact details stored centrally – these will only held by the interviewer for as long as needed to complete the interview and thank the interviewee/provide any outcomes to them.
  • Data of individuals, other than above exclusions, will be anonymously stored centrally with a unique identifier.
  • Sensitive data will not be sent via any channel (email etc) unencrypted.

Systems

The research team is using three separate systems to store different data. You can see the specific data that will be collected below;

  1. Sensitive (but anonymised) data will be stored centrally in Google cloud. Access to which is restricted to active researchers.
  2. Anonymised diversity demographic information will be collected and stored in Diversity Atlas. Link to Diversity Atlas Privacy Policy.
  3. Non-sensitive agile maturity information will be collected and stored in AgilityHealth. Link to AgilityHealth Privacy Policy.

Interview Recording

There is likely a need to temporarily record the interviews so that the interviewer can ensure they have correctly gathered the right data ie go back and check. Our approach is:-

  • ● The interviewee must agree to being recorded.
  • Remind the interviewee at the start of the interview that the recording will be deleted after the notes/results are captured (ie within a week or two).
  • Remind the interviewee not avoid the use of their own name nor any company names when recording is on.
  • Where possible, record audio only.
  • Recordings will not be uploaded centrally, rather securely stored locally by the interviewer only and then deleted as soon as the results from it have been documented.

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