Are you looking to design a DEI survey and want some example DEI survey questions?
A well-designed diversity, equity, and inclusion survey can help you identify areas for improvement in your organisation so if you are you looking to design a diversity, equity and inclusion survey these are examples of the best DEI survey questions we recommend.
Designing a Diversity, Equity and Inclusion survey requires careful consideration of the specific needs and goals of your organisation. We provide more detail on survey design in our post on how to design an effective employee survey.
What are diversity equity and inclusion (DEI) surveys?
DEI stands for diversity, equity, and inclusion. These are the three pillars to building strong teams that support an organisation’s success. The aim of a DEI survey is to collect data and insights on your organisation’s employee experience by looking at the reality of different demographics. DEI surveys are an essential part of creating a culture of diversity, equity and inclusion.
Let’s quickly recap these key terms:
What is diversity?
Diversity is about respecting differences between people based on things such as their gender, race, ethnicity, religion, sexual orientation, disability, or age.
Where you have a culture of diversity people from all backgrounds and with all differences will feel safer and more welcome.
What is equity?
Equity in the workplace refers to providing employees with the opportunities and resources they require according to their unique individual needs.
Where you have a culture of equity people will feel as though they all have the same opportunities to shine and to grow.
What is inclusion?
Inclusion is about ensuring that people feel heard and valued among their peers and managers.
Where you have a culture of inclusion people will feel at ease speaking up and being themselves.
Example Diversity questions to use in your DEI survey
These example diversity survey questions will help you assess whether or not your culture makes people feel that differences are respected and valued between people based on things such as their gender, race, ethnicity, religion, sexual orientation, disability, or age.
- People of all cultures and backgrounds are respected and valued in this organisation.
- I feel that there is enough diversity represented by people in leadership positions.
- I trust the organisation to be fair to everyone.
- Our senior leaders emphasise the value of diversity in creating a stronger organisation.
- Diversity is valued in my organisation.
- The leaders of this organisation actively promote a culture of diversity.
- I feel the company recognises diverse ideas and views.
- People of all backgrounds and cultures are respected in the organisation.
- My manager values people with different talents, skills, and backgrounds.
- I feel there are equal opportunities for career progression to people of all backgrounds.
- My manager emphasises the value of diversity in creating a stronger team.
- Diverse perspectives and experiences are valued in my team and organisation
- I feel able to raise concerns about diversity with my manager.
- My manager demonstrates a commitment to creating a diverse team.
Example Equity questions to use in your DEI survey
These example equity survey questions will help you assess whether or not your culture makes people feel like they have the opportunities and resources they require according to their unique individual needs.
- I am paid fairly for the work I do.
- I feel as though I am treated fairly at work.
- This organisation’s policies for promotion and advancement are always fair.
- Opportunities for growth and advancement are equally accessible to all employees.
- Everybody is treated fairly in this organisation.
- People from all backgrounds have equal opportunities to succeed in this organisation.
- Everyone is treated with respect at work.
- People with different ideas are valued in this organisation.
- My manager demonstrates commitment towards ensuring there is equity in the team.
Example Inclusion question to use in your DEI survey
These example inclusion survey questions will help you assess whether or not your culture makes people feel like they can be heard and are valued among their peers and managers
- I feel safe to be my authentic self at work.
- Our senior leaders are genuinely interested in the opinions of all employees.
- I feel comfortable sharing my identity and personal experiences with my colleagues.
- My manager welcomes and encourages differences of opinion.
- My manager values my talents and the contribution I make.
- My opinions and ideas are valued and respected by my colleagues and manager.
- It really feels like everybody is on the same team in this organisation.
- I feel that the company’s culture is inclusive and welcoming to employees of all backgrounds.
- There is a free and open environment for self-expression in the workplace.
- The leaders of this organisation have made it clear that harassment will not be tolerated, regardless of who you are.
- If I had a concern about harassment or discrimination, I know where and how to report that concern.
- My manager demonstrates commitment to creating an inclusive environment in the team.
Additional DEI survey questions
These questions cut across the three areas of diversity, equity and inclusion.
I feel comfortable expressing my opinions and ideas at work
This question can help gauge the level of psychological safety people feel at work. Where people feel safe they feel they can speak up without fear of negative consequences or reprisals. If people don’t feel comfortable expressing their opinions and ideas, it often indicates a lack of psychological safety.
Have you ever experienced discrimination or bias in the workplace?
This question is important to include in a diversity, equity, and inclusivity survey as it allows employees to share their experiences and bring attention to any instances of discrimination or bias they may have faced. It will also help you identify any trends in discriminatory behaviour in different parts of the organisation.
I feel the organisation is diverse in terms of race, gender, and other identities
This question is a key component of any diversity, equity, and inclusivity survey. It allows employees to share their perceptions of the organisation’s diversity and inclusion culture.
I feel that the organisation values and supports diversity, equity, and inclusivity
This question is crucial in assessing the overall perception of diversity, equity, and inclusivity within your organisation. It allows employees to share their thoughts on whether they feel valued and supported in terms of their identity and experiences.
How can the organisation improve in terms of promoting diversity, equity, and inclusivity?
This question is essential in identifying areas for improvement within your organisation. It allows employees to provide feedback on what they believe the organisation can do to promote diversity, equity, and inclusivity.
Have you received training or education on topics related to diversity and inclusion?
As diversity, equity and inclusion need to be a fundamental part of your organisation’s culture, it is important to provide training for all staff, but especially managers to reinforce behaviours that will promote diversity, equity and inclusion.
I am aware of the company’s diversity and inclusion policies, initiatives and programmes
Whilst diversity, equity and inclusion needs to be more than an ‘initiative’ it is important to proactively promote positive change in the organisation through specific targeted policies and initiatives. At the very least the existence of these things will at least signal positive intent to work towards a culture of diversity, equity and inclusion.
I feel the organisation treats concerns about any aspect of diversity, equity and inclusion at work seriously
This question provides an indication of how much trust people have that DEI issues would be taken seriously. It is one thing feeling able to raise issues, but if the organisation does not take action to address them, then it will quickly undermine confidence in the organisation’s commitment to diversity, equity and inclusion.
These questions can be used to assess the current state of diversity, equity, and inclusion in an organisation and identify areas for improvement.
It’s important to remember though that surveys should be designed with input from employees and stakeholders, and that the results should be used to inform meaningful action and change.