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How to Survey Diversity, Equity & Inclusion

So you want to measure Diversity, Equity & Inclusion in your organization but don’t know where to start? We recommend a survey to get unfiltered employee feedback: below are our tips for a strong DE&I survey. 

A few weeks ago, we announced our love for surveys and all the benefits they can bring! As a refresher, some of the major reasons to administer a survey to your organization is to (1) provide your employees with a voice to have their concerns heard, and (2) provide you with insight to what’s working well at your organization and what might need your attention.


For example, only 50% of women believe their perspectives are included in decision-making, compared to 70% of men. In addition, organizations with higher gender diversity outperform those with below-average gender diversity by 12%!


So, as a follow-up to our commitment to anti-racism and in alignment with our expertise on how surveys can support this movement, we are offering you a sample of survey questions related to diversity, equity, and inclusion (DE&I) for you to ask your team.


Questions related to belonging:

Please rate on a scale of 1-10 (1 = not at all; 10 = completely)

  1. I feel that I can openly express my ideas, opinions and beliefs
  2. I feel safe to be vulnerable and share my voice at work
  3. When I speak up at work, I feel heard
  4. My manager takes specific effort to help me feel like I belong
  5. My strengths and skills are recognized
  6. I can be my most authentic self at work
  7. I trust my team to stand up for me
  8. I trust my manager to stand up for me
  9. I am surrounded by team members that want to elevate each other


Questions related to diversity:

Please rate on a scale of 1-10 (1 = not at all; 10 = completely)

  1. Racial, ethnic and gender-based jokes are not tolerated
  2. My company is committed to meeting the needs of employees with disabilities
  3. My company takes actions against discrimination
  4. My manager handles diversity matters appropriately
  5. My manager demonstrates a commitment to fostering diversity, equity and inclusion
  6. Diversity, equity and inclusion are one of my company’s stated values and/or priority areas
  7. My company shares information about our diverse workforce
  8. My company celebrates everyone from all backgrounds and communities
  9. My company encourages healthy and courageous conversations about hard topics


You’ve collected your data-now what!?

What you do with your survey results is the most important part of the survey process.


Communicate the results…all of them.


Yes, even the “bad” stuff.


We know it can be nerve-wracking to share results that are, well, not exactly something you’re proud of. However, keep in mind that the purpose a survey is to allow your employees to shed light on the “blind spots” so you can work at improving them.


Transparency is critical when it comes to communicating survey results. Celebrate the good and resist the temptation to undermine the “not-so-good.” Acknowledge your employees’ feedback. Thank them for highlighting the areas for improvement. Share the steps you plan to take to make changes going forward. Offer them the opportunity to share ideas and solutions. Encourage them to stay involved in the process.


Transparency shows you aren’t shutting your employees out and keeping them behind closed doors. It demonstrates that you really care about what they’ve shared with you and you are grateful for their voice. Besides: Isn’t that the purpose of surveys anyways?