EQUALITY GUIdE - KU Leuven

Chapter 1 ! Personnel development and organisational culture 33
several steps:
! consulting the existing literature;
! involving students, members of personnel and experts;
! conducting a pre-test on a small sample with a paper version;
! conducting an online pre-test with a larger sample;
! conducting the final tests with all members of personnel and students.
Several factors had to be taken into consideration during these different steps. For
example, did we want the surveys to be anonymous and how would we guarantee
this? Which experts would we involve? In the next paragraphs, the different steps of the
process of creating the surveys will be outlined.
3.3. Creating a first outline of the study
A thorough analysis of existing surveys and relevant literature about organizational
culture and diversity was the starting point for this research. The following sources and
existing surveys were used to design the Equal Opportunities survey:
Table 1: Sources and existing surveys used to design the EO survey
Concept to measure Item Source / reference
Feminine/ masculine
culture
Prescription culture
! The emphasis is on gaining individual results.
! The emphasis is on good relationships with
colleagues.
! There is a competitive atmosphere.
! In my unit, more decisions are taken informally
than during formal meetings.
! When decisions are made in my unit, everyone’s
opinion is taken into account.
! Only a limited number of people are involved
in the decision-making process.
! Colleagues consider each other as competitors.
! Unfounded criticism is expressed about colleagues.
! My superior gives me enough freedom to
perform my tasks.
! Ideas can be expressed openly to colleagues
without being condemned.
! In my unit, co-workers can choose when
they start and stop working (provided they
work all the necessary hours).
! Expressions of the culture of colleagues are
respected.
! Hofstede, 1980, 1990
! Fempowerment, 2005
! Cox, 1992
! Diversity Audit