What is Diversity, Equity, and Inclusion (DEI)? 25+ Survey Questions to Ask

“When we listen and celebrate what is both common and different, we become wiser, more inclusive, and better as an organization.” — Pat Wadors

Workplaces haven’t always been the most welcoming spaces for everyone. But thankfully, things are changing. There’s a growing movement to build workplaces where everyone feels like they truly belong. That’s what diversity, equity, and inclusion (DEI) is all about.

In the context of workplaces, companies with diverse and inclusive cultures are more innovative, productive, and profitable. As a McKinsey report highlights, companies in the top percentile for ethnic diversity experience a remarkable 36% increase in profits compared to their counterparts.

This blog is your guide to making DEI a reality in your workplace. We’ll explore what DEI really means and share survey examples, practical tips, and strategies.

What Is Diversity, Equity, & Inclusion?

Diversity, inclusion, and equity. These three words are tossed around a lot these days, but what do they really mean? And why should you care?

DEI focuses on promoting fairness, equality, and acceptance within organizations, communities, and society. They are the three pedestals of an organization’s culture and define how welcoming your workplace feels to all employees.

Equity and inclusion in the workplace create an environment that encourages everyone’s participation and provides equal opportunity to every employee, regardless of their background, ethnicity, race, and culture.

Let’s break DEI into three parts for better understanding:

Diversity

Diversity refers to the representation and inclusion of individuals from different backgrounds, including but not limited to race, ethnicity, gender, sexual orientation, age, disability, religion, socioeconomic status, and cultural background. It recognizes and values the unique perspectives, experiences, and identities that people bring to the organization. Workplace diversity implies accepting these differences and treating each individual equally and fairly.

Equity

Equity focuses on ensuring fairness and justice by providing everyone with the necessary support and resources to thrive. It aims to treat all employees equally and provide them with equal opportunities to learn and grow. It acknowledges that individuals have different starting points and that certain groups may face systemic barriers and disadvantages. Equity involves actively addressing and removing these barriers to create equal opportunities and outcomes for all.

Inclusion

Many employees still “cover” or “hide” some personal dimension to get absorbed in their company by not bringing their authentic selves to work.

Inclusion is the practice of creating a supportive and welcoming environment for people with different identities. It goes beyond mere representation and strives to actively engage diverse perspectives, foster respectful dialogue, and value everyone’s contributions. Inclusion recognizes that diverse voices and experiences are essential for innovation, creativity, and organizational success.

What Is a Diversity, Equity & Inclusion Survey?

Though most organizations aim to establish DEI initiatives, only a few have the infrastructure to realize it.

This gap between expectations and reality needs to be bridged, and that’s where DEI surveys can be helpful.

A DEI survey is a tool to assess and understand employees’ or stakeholders’ perspectives and perceptions regarding diversity, equity, and inclusion within the workplace. It lets the employees anonymously share their real feelings, experiences, and opinions on the company’s diversity and inclusive policies.

DEI surveys typically consist of a series of questions that cover a wide range of topics, including demographic information, experiences of discrimination or bias, awareness of organizational policies and initiatives, perceptions of inclusivity, and suggestions for improvement.

The questions are designed to gather quantitative and qualitative data that can help organizations identify areas of strength, areas for improvement, and specific actions that can be taken to promote diversity, equity, and inclusion.

Here are a few parameters that DEI surveys focus on:

• Do employees feel the workplace is comfortable to work at?
• Do people with different identities feel respected and valued?
• Do diverse groups of individuals have their say in policy and decision-making?
• Do people view the workplace as safe and inclusive?
• Are employees provided with equal opportunities to develop their skill set?

We will explore more questions in the next section. You can run separate DEI surveys or include survey questions about diversity, equity, and inclusion in your employee engagement surveys or pulse surveys.

50+ Diversity, Equity & Inclusion (DEI) Survey Question Examples

Now that you are familiar with what a DEI survey is, here are some DEI example questions that can be included in your survey to measure different parameters:

Intersectionality DEI Survey Questions

1. What is your age range?
2. What is your gender identity?
3. What is your ethnicity or racial background?
4. What is your sexual orientation?
5. Do you have any disabilities or impairments?
6. What is your religion or belief system?
7. What is your socioeconomic background?
8. What is your first language?
9. How comfortable do you feel expressing your authentic self at work?
10. Do you believe that people from diverse backgrounds have equal opportunities for advancement within the organization?
11. Are there visible role models within the organization that you can relate to?
12. How inclusive do you find the organizational culture and values?
13. On a scale of 0-10, how do you rate executive team efforts to promote inclusivity?
14. Do you feel like your identity is valued and respected in the workplace?
15. Do you feel like you can be your authentic self at work without fear of judgment or discrimination?
16. Have you ever felt excluded or marginalized at work because of your background or identity?
17. Do you feel like your perspectives and experiences are valued and considered in decision-making processes?

Questions on Awareness of DEI Policies & Initiatives

1. Are you aware of the organization’s diversity and inclusion policies?
2. Have you received training on unconscious bias or diversity and inclusion?
3. Do you feel that the organization communicates effectively about its DEI efforts?
4. What steps can be taken to promote inclusivity in the company?
5. Do you know where to find resources and support related to DEI within the organization?
6. Have you participated in any DEI initiatives or events organized by the company?
7. Do you feel that the organization’s DEI policies are effectively implemented in practice?
8. What suggestions do you have for improving the organization’s DEI initiatives?

Tracking Opportunities for Growth and Development

1. Do you believe that there are equal opportunities for career growth and development for individuals from diverse backgrounds?
2. Have you been provided with resources and support to advance in your career?
3. Are there mentoring or sponsorship programs available that support individuals from underrepresented groups?
4. On a scale of 0-10, how will you rate the implementation of equity in the company? (eNPS question)
5. Which equity initiative by the company did you like the most? Can you explain the reason behind this?
6. Do you think the career advancement policies of the company are fair for all, regardless of their background?
7. Have you ever felt disadvantaged in career development opportunities due to your background or identity?
8. Do you feel that your performance reviews are fair and unbiased?
9. Do you feel that you have the same access to training and development opportunities as your colleagues?

Gauging Experiences of Discrimination or Bias

1. Have you personally experienced any form of discrimination or bias within the workplace?
2. Have you witnessed any discrimination or bias towards others in the workplace?
3. Do you believe the organization takes appropriate action to address incidents of discrimination or bias?
4. Do you feel comfortable reporting incidents of discrimination or bias without fear of retaliation?
5. Do you feel that the organization’s policies and procedures effectively address discrimination and bias?

Measuring Inclusive Workplace Practices

1. Are diverse perspectives actively sought and valued during decision-making processes?
2. Are inclusive practices in place to accommodate diverse needs (e.g., religious observances, parental leave)?
3. Are there employee resource groups or affinity groups that support underrepresented communities?
4. Which inclusivity initiative taken by the company did you like and why?
5. Do you feel that the workplace culture is inclusive and welcoming to everyone?
6. Do you feel that your colleagues are respectful of different backgrounds and perspectives?
7. Do you feel that the company’s communication and collaboration tools are inclusive and accessible to everyone?
8. Do you feel that the company’s physical workspace is inclusive and accessible to everyone?

Leadership and Accountability:

1. Do you feel that leaders in the organization are committed to DEI?
2. Do you believe that the organization holds individuals accountable for their actions related to DEI?
3. How transparent is the organization about its DEI progress and challenges?

Supplier Diversity:

1. Does the organization actively seek to work with suppliers and vendors from diverse backgrounds?
2. Are there initiatives in place to support and develop diverse suppliers?

Community Engagement:

1. Does the organization engage with and support diverse communities?
2. Are there initiatives in place to promote DEI in the wider community?

What Are the Benefits of Diversity, Equity & Inclusion in the Workplace?

DEI surveys are crucial in understanding and addressing diversity, equity, and inclusion within organizations. Here are the key reasons why DEI surveys are important:

1. Data-Driven Decision Making
   DEI surveys provide quantitative and qualitative insights into the work environment to aid decision-making processes. You can use the survey data to identify gaps, areas for improvement, and specific challenges related to diversity, equity, and inclusion. Then, channel the insights into creating a more inclusive and equitable environment.
2. Awareness & Transparency
   DEI surveys raise awareness about the experiences and perceptions of employees or stakeholders regarding diversity and inclusion. The employees can easily voice their concerns, share their experiences, and contribute to shaping the organization’s DEI efforts. It also shows your commitment to promoting transparency and inclusivity by proactively seeking feedback and listening to employee concerns.
3. Identification of Barriers & Biases
   As mentioned above, DEI surveys are an excellent asset for identifying systemic barriers and biases within the organization. They can uncover discrimination, bias, or exclusion patterns that may hinder the progress of individuals from underrepresented groups. The data can help to implement targeted strategies to eliminate such bias and create a more inclusive environment.
4. Measurement of Progress & Goal Setting
   DEI surveys serve as a benchmark to measure progress over time. By conducting a survey periodically, organizations can track the effectiveness of their DEI initiatives and determine whether they are making positive changes. Surveys also help set goals and objectives for future DEI efforts, allowing organizations to monitor their progress toward creating a more diverse and inclusive workplace.
5. Improved Employee Engagement and Retention
   When employees feel valued, respected, and included, they are more likely to be engaged and committed to their work. DEI surveys can help you identify areas where employees feel excluded or marginalized, allowing you to address these issues and create a more inclusive environment where everyone feels welcome and supported. This can lead to increased employee morale, productivity, and retention.
6. Enhanced Innovation and Creativity
   A diverse workforce brings a wider range of perspectives, experiences, and ideas to the table. DEI surveys can help you understand how well your organization is leveraging this diversity of thought. By fostering an inclusive environment where everyone feels comfortable sharing their ideas, you can unlock greater innovation and creativity, leading to better problem-solving and more effective solutions.
7. Stronger Company Reputation and Brand Image
   These days, consumers and employees alike are increasingly drawn to organizations that demonstrate a commitment to DEI. DEI surveys can help you assess your organization’s reputation in this area and identify opportunities to improve. By showcasing your commitment to DEI through transparent communication and action, you can attract and retain top talent, strengthen your brand image, and build trust with your customers and stakeholders.

How Do Diversity, Equity, and Inclusion Each Apply to the Workplace?

I trust you have a solid understanding of what DEI is by now. Let’a see how diversity, equity and inclusion in the workplac eindividually play out.

1. Diversity in the Workplace: An Exchange of Perspectives

Think of your workplace as a vibrant tapestry. Each thread represents an individual with their own unique background, experiences, and perspectives. Diversity is about creating a workplace that reflects that mindset. This means having representation from people of all backgrounds, including different races, ethnicities, genders, sexual orientations, ages, abilities, religions, and socioeconomic statuses. But it’s also about valuing those differences and creating a culture where everyone feels welcome and respected.

2. Equity in the Workplace: Leveling the Playing Field

Equity recognizes that not everyone starts the race from the same starting line. Some employees might have faced historical and systemic barriers that have made it harder for them to succeed. Equity is about removing those barriers and creating a fair and level playing field where everyone has a genuine opportunity to thrive. This might involve providing mentorship opportunities, offering flexible work arrangements, or addressing pay gaps.

3. Inclusion in the Workplace: Where Everyone Has a Voice

Inclusion is the magic ingredient that brings diversity and equity together. It’s about creating a workplace where everyone feels valued, respected, and like they truly belong. In an inclusive culture, everyone feels comfortable speaking up, sharing their ideas, and contributing their unique talents.

The following table provides a detailed breakdown of each concept:

Diversity, Equity, and Inclusion in the Workplace Examples

Putting DEI into practice can take various forms, depending on an organization’s specific needs and goals. Here are some DEI examples in action:

• Inclusive Hiring Practices: This might involve using blind recruitment techniques to reduce unconscious bias, ensuring diverse candidate pools, and setting targets for hiring people from underrepresented groups.
• Employee Resource Groups (ERGs): ERGs are voluntary, employee-led groups that foster a sense of belonging and community for individuals with shared identities or experiences. They can provide support, mentorship, and networking opportunities and also serve as valuable resources for the organization on DEI issues.
• Unconscious Bias Training: This type of training helps employees become aware of their own unconscious biases and provides strategies for mitigating their impact in the workplace. This can lead to fairer decision-making in hiring, promotions, and performance evaluations.
• Mentorship and Sponsorship Programs: These programs connect employees from underrepresented groups with senior leaders who can provide guidance, support, and advocacy to help them advance their careers.
• Equitable Compensation and Benefits: Ensuring that all employees are paid fairly and have access to equitable benefits, regardless of their background, is crucial for creating a truly equitable workplace.
• Accessible Workplace Design: Creating a workplace that is physically accessible to everyone, including people with disabilities, is essential for promoting inclusion. This might involve providing ramps, accessible restrooms, and assistive technologies.
• Inclusive Leadership Development: Training leaders on how to create inclusive teams, foster open communication, and address microaggressions can help build a more inclusive workplace culture.
• Flexible Work Arrangements: Offering flexible work arrangements, such as remote work options or flexible scheduling, can help 1 employees balance their work and personal lives, particularly those with caregiving responsibilities.
• Supplier Diversity Programs: These programs prioritize working with suppliers and vendors from diverse backgrounds, promoting economic empowerment and creating a more inclusive supply chain.
• Community Engagement: Partnering with and supporting organizations that serve diverse communities can help build relationships and foster a sense of belonging beyond the workplace.

How to Implement DEI in Your Workplace

Want to build a workplace where everyone feels valued and respected? Here’s a roadmap to guide your DEI efforts and create lasting change

1. Secure Leadership Buy-in: DEI initiatives are most successful when they have the full support and commitment of leadership. Leaders need to champion DEI, set clear expectations, and allocate resources to support these efforts.
2. Conduct a DEI Audit: Assess your current state of DEI by gathering data on employee demographics, conducting surveys, and analyzing existing policies and practices. This will help you identify areas of strength and areas for improvement.
3. Develop a DEI Strategy: Create a comprehensive DEI strategy with clear goals, objectives, and action plans. This strategy should be aligned with your organization’s overall mission and values.
4. Provide DEI Training: Offer regular DEI training to all employees, including leadership, on topics such as unconscious bias, microaggressions, inclusive communication, and cultural competency.
5. Establish Inclusive Policies and Practices: Review and update your policies and practices to ensure they are inclusive and equitable. This includes hiring practices, performance evaluations, compensation and benefits, and promotion policies.
6. Foster Open Communication and Feedback: Create a culture where employees feel comfortable speaking up about DEI issues and providing feedback. Establish clear channels for reporting concerns and ensure that all feedback is taken seriously.
7. Create Employee Resource Groups (ERGs): Encourage the formation of ERGs to provide support, mentorship, and networking opportunities for employees from underrepresented groups.
8. Measure and Track Progress: Regularly measure and track your progress on DEI goals. Use data to identify areas where you are making progress and areas where further improvement is needed.
9. Celebrate Diversity: Celebrate the diversity of your workforce by recognizing and valuing different cultures, backgrounds, and perspectives. This can help create a more inclusive and welcoming environment.
10. Be Patient and Persistent: DEI is an ongoing journey, not a destination. It requires patience, persistence, and a commitment to continuous improvement.

Watch this video to learn more about this:

10 Best Practices to Create an Effective & Informative DEI Survey Campaign

To create a compelling DEI survey, you must go beyond asking the usual demographic survey questions. Understanding how safe, respected, and inclusive your employees feel while working for the organization is essential.

You can follow the following tips to create an impactful survey campaign to measure the diversity, equity, and inclusion within your organization.

1. Set Clear Survey Objectives

Make sure to be specific about your corporate DEI objectives. Include diversity survey questions that match your business’s diversity goals. Also, transparency is the key to conducting effective DEI surveys. Always communicate with employees how their input will be beneficial in changing the DEI strategies and policies.

2. Draft the Right Questions

Include specific diversity and inclusion questions in your surveys to gather adequate feedback data. Frame the questions concisely and crisply, leaving no room for assumptions. Also, try to exclude questions your employees view as “insensitive,” as they may affect the survey response rate. You can also include a combination of open-ended questions, Likert-scale questions, multiple-choice questions, and rating-scale questions to make your surveys more engaging.

3. Keep the Survey Anonymous

Making the survey anonymous will allow the employees to open up. Of course, many employees will not feel comfortable sharing their genuine opinions when they know their identities are being revealed. Anonymously collecting responses will also increase the response rates of the survey. Inform the employees about the survey’s anonymity at the beginning to make them feel comfortable while filling it out.

4. Provide Context & Definitions

To avoid ambiguity, provide clear definitions and explanations of diversity, equity, and inclusion concepts used in the survey. It will ensure that respondents clearly understand the terms, reducing misinterpretation and providing more accurate data sets.

5. Use Skip Logic

Sometimes, people may hesitate to answer specific sensitive questions. It’s better to keep the survey questions optional. Allow your respondents to skip the questions they don’t want to answer. You can also use a survey tool with a skip logic feature. It will take the user to the next relevant question once they’ve skipped a particular question.

6. Analyze the Results & Make Necessary Changes

Employees might feel their input was wasted if there is no update from management on how the feedback is being implemented. Share the survey findings to let your employees know their opinions and feelings are appreciated. Also, inform them about the steps you plan to take based on the data to improve their experience.

7. Consider Intersectionality

It’s important to recognize that diversity and inclusion comprise various dimensions, including race, gender, age, disability, sexual orientation, and more. So, add questions that account for the intersectionality of individuals’ identities and experiences. It would help to understand each individual’s perspective comprehensively and set appropriate benchmarks.

8. Collaborate with Employee Resource Groups (ERGs)

Engage with ERGs or affinity groups within your organization to gather insights and input while designing the survey. These employee-led volunteer groups aim to foster a diverse and inclusive working environment. Their input can help ensure that the survey accurately captures the concerns and experiences of diverse employee populations.

9. Consider Survey Timing & Frequency

Since you need to collect the DEI survey data periodically, it makes sense to determine the optimal timing and frequency to conduct the survey. It would ensure maximum participation and minimize survey fatigue. You can run the survey annually or semi-annually, track the progress over time, and assess the effectiveness of implemented changes.

10. Establish Accountability & Ownership

Another way to ensure that feedback from the DEI survey is being addressed on time is to assign clear accountability to leaders or teams within the organization. Ask them to follow up on the survey findings and monitor the implementation of necessary changes. Regularly review the progress and provide updates to employees, showcasing the organization’s dedication to creating an inclusive work environment.

Create an Inclusive & Welcoming Workplace with DEI Surveys

Building an inclusive workplace where everyone feels included, respected, and safe is key to employee satisfaction and overall growth.

By asking the right workplace diversity questions, you can gain valuable insights into how well your company is implementing DEI policies, identify areas for improvement, and set benchmarks to evaluate your future performance.

Start by deploying a survey tool like ProProfs Survey Maker. It offers features like AI surveys, readymade templates, extensive privacy settings, multiple sharing channels and robust analytics that will help to reduce manual efforts in designing and analyzing the DEI surveys.