70 Inclusive Questions to Ask in Your DEI Surveys

Nearly 80% of employees consider it important that the company they work for prioritizes DEI (diversity, equity, inclusion).

We live in a world where workplaces get more and more diverse as the day passes. That's why it's necessary to incorporate DEI initiatives, because it impacts organizational well-being in more than one way.

This blog covers how to conduct effective DEI surveys, and 50 diversity and inclusion survey questions to ask in order to bring about a more inclusive, equitable, and dynamic workplace.

No one likes to be left out, especially when it comes to a place where they spend the majority of their day. A healthy workplace is the foundation of a great organization, and in order for employees to thrive and develop, emphasis must be placed on DEI initiatives.

In an organization where there are no DEI policies in place, and workplace bias happens quite often, it may lead to discontent and impact employee engagement levels significantly as well.

When employees do not feel valued and included, they slowly creep into disengagement. And disengagement will lead to employees quitting.

Companies have seen steep increases and followed decreases in employee turnover rates because of poor DEI initiatives.

So every thriving workplace consists of employees who feel included and are happy. And in order to achieve such a workplace, it is recommended to start with DEI surveys to gauge the pulse of your workforce and identify areas of improvement in the work culture.

Creating a diverse and inclusive workplace requires thoughtful consideration and consistent effort. Here’s a selection of questions designed to assess diversity and inclusion within your organization. Each question is followed by a brief explanation of its significance.

Diversity Questions

1. How well does our organization represent diverse identities and backgrounds?

This question assesses the perceived diversity within the organization, helping identify if certain groups are underrepresented.

2. Have you faced any challenges related to diversity at work?

Understanding personal experiences with diversity-related challenges can highlight areas where the organization needs improvement.

3. Do you feel that diverse perspectives are valued in decision-making processes?

This question gauges whether employees believe their diverse backgrounds contribute to organizational decisions.

4. Is our organization transparent about its diversity goals and efforts?

Transparency is key to trust. This question checks if the organization’s diversity efforts are visible and credible.

5. Do you think our company’s policies effectively support people with disabilities?

Ensuring accessibility and support for all employees, including those with disabilities, is crucial for true diversity.

6. How well do you think our recruitment practices promote diversity?

Recruitment is the first step in fostering diversity. This question helps assess if hiring practices are inclusive.

7. Are there any specific actions you believe could improve our organization’s diversity?

Encouraging suggestions empowers employees to contribute to diversity efforts directly.

8. Do you feel your cultural background is respected and appreciated in the workplace?

Respect for cultural diversity ensures that all employees feel valued, contributing to a positive work environment.

9. How comfortable are you discussing your unique background or identity with your colleagues?

Comfort in sharing one’s identity indicates a welcoming environment where diversity is embraced.

10. Do you believe our organization provides equal growth opportunities for all employees?

This question assesses perceived fairness in career development opportunities across diverse groups.

Inclusion Questions

1. Do you feel included in the organization’s decision-making processes?

Inclusion in decision-making reflects an environment where all voices are heard and considered.

2. How supported do you feel by your colleagues and management in your role?

Support from peers and leaders is essential for fostering an inclusive and collaborative workplace.

3. Do you believe the company values your contributions regardless of your background?

This question measures whether employees feel their contributions are valued, independent of their identity.

4. How comfortable are you being your authentic self at work?

Authenticity at work indicates a culture where employees don’t have to hide aspects of their identity to fit in.

5. Do you think the company’s communication style is inclusive?

Inclusive communication ensures that all employees receive information and feel connected to the organization.

6. Have you witnessed or experienced exclusionary behavior in the workplace?

Identifying instances of exclusion can help address specific issues and prevent future occurrences.

7. Do you feel your unique strengths are recognized and utilized?

Recognizing individual strengths fosters a sense of belonging and inclusion.

8. How often do you participate in team activities or group discussions?

Participation in team activities can indicate how inclusive the environment is in practice.

9. Do you believe our organization celebrates and acknowledges diverse cultural events?

Celebrating diverse cultures shows that the organization values and respects all backgrounds.

10. Do you feel empowered to speak up about inclusion-related issues?

Empowerment to voice concerns is critical for continuous improvement in creating an inclusive workplace.

These questions, paired with context, can help you better understand the current state of diversity and inclusion in your organization. By asking them in a thoughtful, open-ended way, you’ll gather insights that are both actionable and meaningful.

As important as creating surveys is asking the right questions under the right context. DEI is more nuanced and complicated than it comes across to be.

Let us divide the questions based on the context so that it becomes easy to identify the areas where the company needs to focus more:

Diversity is all the ways that people are different, such as the different traits that make one group of people or person different from another. Diversity usually means including groups of people that aren't well represented in society or some businesses.

1. How would you rate how well our group represents people from different identities and backgrounds?
2. Has workplace diversity caused you any issues?
3. Have you encountered diversity-related racism or prejudice in our company?
4. How transparent is our organization regarding diversity and inclusion?
5. What classes or training might benefit our employees with diversity and inclusion?
6. Do you believe our firm actively assists disabled people?
7. Are this group's beliefs similar to yours?
8. Do you think your values match those of your coworkers?
9. Does your work reflect you?
10. Do you believe decision-makers actively seek and appreciate alternative perspectives?
11. How successfully does our organization employ and recruit diversely?
12. Can you suggest ways your group could diversify?
13. How successfully does our organization promote belonging and inclusion?

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Being open to everyone makes a setting where everyone feels welcome. It openly asks everyone and every group to contribute and take part.

A setting that is accepting and includes everyone supports and celebrates differences. People show respect for each other by what they say and do. An inclusive workplace is one that is helpful, polite, and collaborative, and it encourages everyone to take part and contribute.

1. Do you think you're an important part of the company's goals?
2. Can you count on your coworkers?
3. If you work for a company, do you think they care about your health?
4. Do you think your work has an effect on the company?
5. Do you think that people appreciate and value the things that make you unique?
6. How sure are you that you can be your true self at work, on a scale from one to five?
7. How open do you think your coworkers are to different points of view? Rate them from one to five.
8. When you work with other people, do you think they help you?
9. Are your main values the same as those of your manager?
10. Since you started your job, do you think your ideals and those of your manager have become the same?
11. When you talk about your manager, do you use "we" or "they"?
12. Do you think of yourself as your manager's employee?
13. Can you call the people you work with friends?
14. Do you have faith in the world's future right now?
15. How much do you think your coworkers care about you, on a scale from one to five?
16. Do you believe you are very important to the company?

Creating a sense of belonging within an organization goes beyond mere inclusion. Every employee should feel as part of a unified team. This sense of belonging is pivotal for employee satisfaction and retention.

1. Do you believe our organization aggressively promotes employee resource groups and social networks to foster belonging?
2. How effectively does our organization allow everyone to be heard and valued, regardless of background?
3. What diversity and inclusiveness events would you want to see at work?
4. Do you believe our company helps employees understand and operate with diverse cultures?
5. Do you feel like part of our team?
6. How comfortable are you expressing your opinions in team meetings?
7. Have you witnessed or participated in exclusionary situations?
8. What new inclusive measures has your group taken?
9. Are there any programs or behaviors that might help our group with inclusiveness issues?
10. How does the company recognize and exploit your particular abilities and strengths?

The goal of equity is to make sure that things are done in a fair and just way and that resources are shared fairly and equally within institutions, systems, and social structures.

1. Is there anything you think can lead to more ownership in the business?
2. Does the firm offer equal opportunities?
3. Would you recommend this firm for work?
4. Does leadership seek fairness?
5. Is there adequate business fairness regulation?
6. What ownership changes do you seek in this company?
7. Your thoughts on the company's equity?
8. You think coworkers mistreat others, right?
9. Do any of you recall seeing coworkers mistreated?
10. Does the company's shared work make sense?
11. Which firm stock plan do you prefer?
12. Are business advancement opportunities fair for all?
13. Does the management team handle issues of fairness in the right way?
14. Do you know if all employees are given the same chances to get promoted?
15. Do you think that laws that promote equity make workers' lives better?
16. Does the company go out of its way to hire people from a variety of backgrounds?
17. Does management show that fairness is important in all choices made by the company?
18. Does the company create a place of work that someone from outside the company would call fair?
19. Does the staff feel like they can report instances of unfair treatment?
20. On a range from 1 to 10, how would you rate the ways that businesses handle reports of unfair behavior?

These surveys provide essential insights into the inclusivity of workplace culture, helping organizations improve employee engagement, innovation, and overall performance by identifying areas of improvement and fostering a more equitable environment.

1. Promotes a Culture of Inclusion

‍Regularly asking diversity and inclusion survey questions helps organizations gauge the inclusivity of their workplace culture. By understanding employees' experiences and perspectives, companies can identify areas where certain groups may feel excluded and take steps to foster a more inclusive environment.

This proactive approach signals to employees that their voices matter, contributing to a sense of belonging.

2. Identifies Areas for Improvement

‍DEI surveys can reveal gaps in existing policies or practices that may unintentionally disadvantage certain groups. For example, questions related to workplace fairness, access to opportunities, and representation can highlight disparities that need to be addressed.

By identifying these areas, organizations can develop targeted initiatives to create a more equitable workplace.

3. Enhances Employee Engagement

‍Employees who feel valued and included are more likely to be engaged in their work.

DEI surveys provide a platform for employees to share their experiences, concerns, and suggestions. When organizations act on the feedback received, it shows a commitment to improving the workplace, leading to increased employee morale and productivity.

4. Drives Innovation and Performance

‍A diverse and inclusive workforce brings a variety of perspectives and ideas, which can drive innovation and improve decision-making. DEI surveys help organizations understand the diversity of thought within their teams and encourage the inclusion of different viewpoints in the decision-making process.

This diversity of thought can lead to more creative solutions and better business outcomes.

5. Mitigates Legal and Reputational Risks

‍Regularly conducting DEI surveys and taking action on the findings can help organizations stay ahead of potential legal and reputational risks.

By addressing issues such as discrimination, bias, and inequality before they escalate, companies can reduce the likelihood of legal disputes and enhance their reputation as a fair and inclusive employer.

6. Supports Recruitment and Retention

‍Companies that are committed to diversity and inclusion are more attractive to top talent, particularly among younger generations who prioritize these values. DEI surveys can inform recruitment strategies by highlighting areas where the company excels and where it needs improvement.

Additionally, by fostering an inclusive workplace, organizations can improve employee retention and reduce turnover costs.

7. Improves Organizational Transparency and Trust

‍Transparency in sharing survey results and the actions taken in response builds trust between employees and management. When employees see that their feedback leads to tangible changes, they are more likely to feel valued and trust that the organization is genuinely committed to creating a diverse and inclusive workplace.

After conducting a DEI survey, you need to gather the insights you've collected and translate them into actionable improvements within your organization. You must carefully plan, commit, and follow-through to ensure the effectiveness of your DEI efforts.

1. Communicate the Findings

Transparency is key in the DEI journey. Share the survey results with the entire organization, emphasizing both positive findings and areas needing improvement. This openness not only builds trust but also ensures that everyone understands the importance of DEI initiatives and their role in fostering change.

You can find the areas of improvement on a tool like ThriveSparrow, that collates survey data at one place, letting you filter and analyze sentiment by department and teams.

2. Set Specific, Measurable Goals

Based on the survey insights, identify clear objectives for what you want to achieve in your DEI efforts.

Whether it's increasing representation in leadership positions, improving the inclusivity of your workplace culture, or addressing specific instances of bias, setting specific, measurable goals helps to focus your efforts and track progress over time.

3. Create Action Plans

You can create a set of action plans to help track and measure your efforts in DEI activities.

For areas requiring improvement, develop a detailed action plan that outlines the steps needed to achieve it, who is responsible, and the timeline for implementation.

Action plans might include initiatives such as targeted recruitment efforts, DEI training programs, the establishment of employee resource groups (ERGs), or policy revisions.

On ThriveSparrow's Survey Reports, simply click the 'lightning icon' beside the response and checklist a list of tasks you want to add to your action plan.

You can then visualize and track the progress of your tasks, helping boost the overall engagement and inclusivity of your workplace.

Successful DEI initiatives require the active support and involvement of leadership and key stakeholders. So consider sharing the reports with key decision-takers in your organization.

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4. Monitor Progress and Adapt

Implementing DEI survey findings is not a one-time task but an ongoing process.

Regularly monitor the progress of your initiatives against the set goals and be prepared to adapt your strategies as needed.

Continuous monitoring allows you to celebrate successes, identify areas where more effort is needed, and ensure that your DEI efforts remain dynamic and responsive to the needs of your employees.

5. Solicit Ongoing Feedback

Keep the lines of communication open with your employees about DEI efforts.

Regular check-ins, follow-up surveys, and forums for open discussion can provide valuable feedback on how initiatives are being received and their impact on the workplace. This ongoing feedback loop is essential for making adjustments and ensuring that your DEI initiatives remain relevant and effective.

Conducting DEI surveys requires a thoughtful approach to ensure meaningful participation and honest feedback. Here are some best practices to consider:

1. Guarantee Anonymity and Confidentiality

Guaranteeing anonymity is crucial for encouraging candid responses. Make sure participants understand that their responses will be confidential and used solely for the purpose of improving the workplace.

2. Inclusive Question Design

Craft your survey questions to be inclusive and respectful of all participants. Avoid making assumptions about participants' identities or experiences. Instead, use language that allows everyone to see themselves in the questions.

3. Pilot Testing

Before rolling out your survey to the entire organization, conduct a pilot test with a diverse group of employees. This can help identify any confusing or biased questions and ensure the survey is accessible to everyone.

4. Clear Communication

Communicate the purpose of the survey, how the data will be used, and the steps the organization will take based on the findings. Setting clear expectations can increase participation rates and trust in the process.

5. Actionable Insights

Design your survey with the end in mind. Focus on gathering insights that are directly actionable, allowing your organization to make specific improvements based on the feedback received.

By adhering to these best practices, organizations can ensure that their DEI surveys are not only effective in gathering insights but also instrumental in driving meaningful change.

DEI Surveys Help You See the Bigger Picture

Now that you know how big of a role DEI plays in creating a better work environment and how surveys help you build a diverse and inclusive workplace, what's stopping you? If you are worried about where to start and how to create the survey, let ThriveSparrow handle that for you.

We will take care of everything, starting from structuring the survey according to your company culture to analyzing the results received. Let us worry about the boring stuff while you get time to focus on more important things like structuring the right DEI policies for your workplace.