75+ Must-ask DEI survey questions to build a more inclusive workplace in 2025

Imagine you’re Marlin from Finding Nemo, trying to navigate the vast ocean and find your son. Along the way, you meet Dory—optimistic, and helpful, but not exactly the best at following directions. If Marlin ignored Dory’s unique way of thinking and just kept doing things his own way, he would have missed out on some valuable insights.

Now, think of your workplace as Marlin’s journey. Without asking the right questions, you're missing out on important feedback that could guide your DEI efforts. Just like Dory’s perspective helped Marlin, the right DEI survey questions help you understand your employees' diverse experiences, needs, and challenges.

In 2025, it’s more important than ever to ask the right questions to ensure you're not navigating blindly. So, whether you're asking about inclusivity, equity, or belonging, it’s time to dive deep with 75+ tailored DEI survey questions to create a workplace where everyone thrives—just like Dory and Marlin.

What is diversity, equity, inclusion, and belonging (DEI & B)?

Creating a thriving workplace begins with understanding the core pillars that shape an inclusive culture: diversity, equity, inclusion, and belonging (DEI&B).

These principles serve as the foundation for fostering a workplace where everyone feels valued and empowered. Together, DEI&B creates a framework that drives innovation, fosters engagement and builds a more harmonious and productive workplace. Here's what each element means:

• Diversity: Diversity is about embracing the range of differences within your workforce. It includes varying backgrounds, identities, experiences, and perspectives, spanning across race, gender, age, ethnicity, sexual orientation, and more. A diverse workplace celebrates this rich tapestry of individuality, encouraging innovation and collaboration.
• Equity: Equity focuses on creating a level playing field by addressing systemic barriers and ensuring everyone has access to opportunities, resources, and support. Unlike equality, equity recognizes that individuals may need different tools to succeed based on their unique circumstances.
• Inclusion: Inclusion is about creating a welcoming environment where all employees feel valued, respected, and heard. It means building a culture that actively seeks diverse voices and fosters collaboration among all team members.
• Belonging: Belonging goes a step further, ensuring every individual feels they are an integral part of the organization. It’s about cultivating a sense of connection and community, where employees are celebrated for who they are.

Importance of DEI & B in the workplace

Picture this: a workplace where everyone is celebrated for who they are, unique perspectives collide like cosmic fireworks, and the collective power of diverse minds propel the organization to new heights. That is the magic of Diversity, Equity, Inclusion, and Belonging (DEI&B) in the workplace!

A survey by LinkedIn shows that companies with a DEI team were 22% more likely to be viewed as “an industry-leading company with high-caliber talent.”

• Diversity fuels innovation and creativity: A workplace with diverse perspectives fosters fresh ideas and problem-solving. Different experiences and viewpoints create an environment where creativity thrives, driving business success.
• Inclusion strengthens engagement and commitment: When employees feel included and valued, they are more engaged and motivated. A culture of belonging leads to higher productivity and stronger team collaboration.
• Equity ensures equal opportunities for growth: Removing systemic barriers and ensuring fairness in promotions, pay, and development opportunities helps every employee reach their full potential, benefiting the entire organization.
• Belonging enhances workplace culture: Employees who feel a deep sense of belonging bring their authentic selves to work, leading to higher morale, stronger collaboration, and increased retention.
• DEI&B is a strategic business advantage: Companies with strong DEI&B initiatives attract top talent, improve their brand reputation, and achieve long-term success. Studies show that organizations prioritizing DEI&B are seen as industry leaders.
• It’s not just an initiative, it’s a necessity: In today’s evolving workplace, fostering diversity, equity, inclusion, and belonging isn’t optional; it’s essential for innovation, employee satisfaction, and business growth.

The impact of DEI in the workplace

Diversity, Equity, and Inclusion (DEI) initiatives are more than just moral imperatives; they are critical drivers of organizational success. A well-implemented DEI strategy creates a foundation for a diverse work environment, where employees feel valued, respected, and empowered to bring their authentic selves to work.

• Encourages innovation by bringing together diverse perspectives, experiences, and skills that challenge conventional thinking.
• Enhances productivity and business growth by creating an environment where collaboration thrives and creative solutions emerge.
• Strengthens employee engagement and satisfaction by ensuring that everyone feels included, respected, and treated equitably.
• Improves retention rates by cultivating a workplace culture where employees feel a strong sense of belonging and purpose.
• Provides measurable insights through diversity and inclusion surveys to assess workplace culture, identify strengths, and pinpoint areas for improvement.
• Helps organizations implement targeted DEI strategies by turning employee feedback into actionable plans for workplace improvement.
• Boosts company reputation and customer trust by demonstrating a commitment to inclusivity and equity, making the company more attractive to top talent.
• Positively impacts financial performance by driving employee motivation, reducing turnover costs, and enhancing overall business outcomes.
• Positions organizations as leaders in workplace inclusivity by fostering an environment where diversity is not just acknowledged but celebrated.

What is a diversity, equity, inclusion, and belonging survey?

The Equity, Belonging, Diversity, and Inclusion survey is a powerful tool in our quest to create an inclusive workplace! Think of the DEI&B and inclusion survey questions as a magical map that guides you through the uncharted territories of your workplace culture. It's carefully crafted and designed to capture valuable insights, gather perceptions, and uncover hidden gems within your teams.

With the DEI&B survey questions, you can measure the pulse of your organization's own diversity and inclusion initiatives and assess the effectiveness of inclusion initiatives.

It also helps you measure diversity, understand how employees feel, and gauge the level of belonging experienced by your team members. It's like having a magical mirror that reflects your workplace's true state, revealing its strengths and areas for improvement.

But here's the best part: the inclusion survey questions are not a one-time enchantment. It's a recurring ritual that allows you to track progress, adapt strategies, and continuously nurture a workplace culture of equity, belonging, diversity, and inclusion. It's a commitment to growth and a testament to your dedication to building a workplace where everyone can thrive.

It lets you listen to the voices of your employees, embrace their perspectives, and let the insights help you improve your DEI objectives. Now, let's summon the magic of the DEI&B survey and unlock the doors to a more inclusive and harmonious workplace. Are you ready? Let's make some survey magic happen!

Different types of DEI surveys

DEI surveys are essential tools for organizations to understand their workplace culture, identify gaps, and drive meaningful improvements. These surveys come in various forms, each tailored to address specific aspects of diversity, equity, and inclusion. Here are the key types:

• Diversity surveys: Diversity survey for employees focus on gathering demographic data to understand the composition of the workforce. By including diversity and inclusion survey questions for employees, organizations can assess representation across various groups such as gender, race, age, and more. These insights help improve diversity in the workplace by addressing underrepresented areas.
• Inclusion surveys: Inclusion surveys measure how included and valued employees feel within the organization. Incorporating DEIB survey questions, these surveys evaluate psychological safety, opportunities for participation, and whether employees feel respected and empowered to share their ideas.
• Equity surveys: Equity surveys assess perceptions of fairness in promotions, pay, and access to resources. Using DEI assessment questions, organizations can identify disparities and create strategies to foster equity across all levels of the workforce.
• Belonging surveys: Belonging surveys gauge the emotional connection employees feel with their workplace. They address whether employees feel part of a supportive and cohesive environment.

What successful DE&I programs do differently?

A truly effective Diversity, Equity, and Inclusion (DE&I) program doesn’t just check boxes; it transforms the workplace culture and drives meaningful change. Here are the key elements that set a leading DE&I program apart:

1. Grounding strategies in today’s realities: Successful DE&I programs begin with a deep understanding of the current social, cultural, and organizational dynamics. This includes analyzing employee demographics, identifying systemic gaps, and acknowledging the unique challenges different groups face. A data-driven approach ensures that efforts are targeted and impactful.
2. Crafting a vision that inspires action: A standout DE&I program builds a compelling vision that resonates with employees at every level. By aligning DE&I goals with the company’s core values and long-term objectives, it fosters a sense of purpose. An inspiring strategy motivates everyone to actively contribute toward a more inclusive workplace.
3. Engaging leadership as allies and champions: Leadership plays a critical role in driving change. A leading DE&I program actively involves leaders in the process, equipping them with the tools and understanding to model inclusive behaviors, advocate for equity, and reinforce the importance of diversity in decision-making.
4. Sustaining momentum through long-term initiatives: To stand out, DE&I efforts must go beyond short-term campaigns. A strong program invests in continuous learning, regular evaluations, and adaptive strategies to ensure sustained impact. By embedding DE&I into the company’s fabric, it creates a culture of belonging that thrives over time.
5. Embedding DE&I into business strategy: The most effective DE&I programs don’t operate in isolation—they are woven into the company’s broader business strategy. From recruitment and talent development to performance reviews and leadership training, DE&I is integrated into every facet of decision-making to drive measurable results.
6. Measuring progress with real-time data: Leading DE&I programs continuously track their impact using real-time employee feedback and analytics. By leveraging data from engagement surveys, diversity metrics, and workplace sentiment analysis, organizations can refine their strategies, address challenges proactively, and ensure that DE&I efforts evolve to meet the needs of a changing workforce.

How to create a DEI & B survey?

Now that we've established the significance of the Diversity, Equity, Inclusion, and Belonging (DEI&B) in survey questions, it's time to discover the steps of creating your own survey.

1. Define your objectives

Determine the purpose of your DEI&B survey. Are you seeking to assess the current state of diversity initiatives, measure inclusion, gather feedback on inclusion efforts, or measure the sense of belonging with the underrepresented groups in your organization? Clear objectives will shape the survey questions you ask.

2. Craft thought-provoking questions

Remember, we're not aiming for dull and mundane here. We want employee survey questions that will ignite meaningful conversations. Create queries that delve into personal experiences, uncover biases, and explore the effectiveness of existing policies and programs.

3. Foster inclusivity

Ensure that your survey is accessible and inclusive to all participants. Use inclusive language, provide options for more diverse groups and identities, and consider multiple perspectives. You want everyone to feel valued and comfortable sharing their thoughts.

4. Consider anonymity and confidentiality

To encourage honest responses, provide the option for anonymity. Assure participants that their responses will be kept confidential, creating a safe space for open and candid feedback.

5. Engage your team

Involve employees from different backgrounds and levels in the survey creation process. Their insights will ensure that the survey questions resonate with the diverse workforce, capturing a wide range of social and cultural backgrounds to bring a diversity of perspectives.

6. Test and iterate

Before launching the survey, pilot-test it with a small group to identify any glitches or areas for improvement. Fine-tune the survey questions and format based on feedback, ensuring clarity and relevance.

7. Communicate and encourage participation

Inform your employees about the survey's purpose, importance, and timeline. Share how the survey results will be used to drive positive change and emphasize the value of their participation.

8. Analyze and take action

Once the responses are in, analyze the data keenly. Look for patterns, trends, and areas that require attention. Translate the insights into actionable strategies and initiatives, demonstrating your commitment to fostering an inclusive company culture.

9. Regularly follow up

Create a culture of ongoing feedback by conducting DEI&B employee surveys periodically. This demonstrates your commitment to continuous improvement and ensures that your organization stays on the path of diversity, equity, inclusion, and belonging.

10. Share results and progress

Transparency is vital in DEI&B initiatives. Share the survey results and action plans with your employees. This not only demonstrates your commitment but also keeps everyone informed and engaged in the journey toward a more inclusive workplace.

11. Accountability and responsibility

Assign clear responsibilities to individuals or teams for implementing the action plans derived from the survey results. Hold them accountable for progress and regularly review the status of these initiatives.

12. Training and education

Consider providing DEI&B training and resources to employees based on the survey findings. This can help address gaps in awareness and understanding and further promote a culture of inclusion.

13. Celebrate successes

When positive changes occur as a result of your DEI&B efforts, celebrate them! Acknowledge milestones, recognize employees who have contributed, and use these successes as a foundation for further improvement.

14. Seek external expertise

Engage with external consultants or DEI&B experts who can provide additional insights and guidance. Their expertise can help you navigate complex issues and ensure your survey and subsequent initiatives are grounded in best practices.

15. Monitor and evaluate impact

Continuously monitor the impact of your DEI&B initiatives over time. Evaluate whether the changes implemented are achieving the desired outcomes and adjust your strategies as needed to ensure sustained progress.

Remember that creating a DEI&B survey is just the first step. The true magic lies in acting upon the insights gained, shaping a workplace where diversity is celebrated, equity is championed, inclusion is embraced, and a sense of belonging permeates every corner.

How do you conduct a DEI survey?

Conducting a Diversity, Equity, and Inclusion (DEI) survey is not just about collecting data—it’s about creating an impactful framework that fosters trust and drives meaningful change. To achieve this, organizations need to focus on key elements that go beyond the basic process.

1. Build trust through transparency: Transparency is critical for a successful DEI survey. Clearly communicate why the survey is being conducted, how the results will be used, and the organization’s commitment to addressing the insights. When employees see genuine intent, they’re more likely to participate and provide honest feedback.
2. Ensure accessibility for all employees: To capture diverse perspectives, the survey must be accessible to everyone, including those in remote or non-desk roles. Use multiple platforms—emails, mobile-friendly links, or printed versions—and offer it in multiple languages to accommodate all employees.
3. Leverage advanced tools and technology: Utilize survey platforms with built-in analytics to uncover patterns and trends in the responses. These tools can also offer features like sentiment analysis and benchmarking, making it easier to turn data into actionable strategies.
4. Encourage ongoing dialogue: A DEI survey should not be a one-time activity. Use it as a foundation to spark conversations about workplace inclusivity and equity. Regular engagement reinforces your organization’s commitment to fostering a diverse and inclusive culture.
5. Act on feedback to build credibility: Simply collecting data isn’t enough—organizations must act on survey results to drive real change. Share key takeaways with employees, outline actionable next steps, and follow through on commitments to ensure the survey has a tangible impact.
6. Adapt surveys to evolving workforce needs: Workplace demographics, expectations, and challenges shift over time. Successful DEI surveys evolve alongside these changes by regularly updating questions, incorporating new insights, and refining strategies to stay relevant and effective.

How to frame the perfect diversity and inclusion survey template?

A well-structured diversity and inclusion survey template is essential for collecting meaningful insights that lead to real change. To create a DEI survey questions for staff that truly reflects your workforce’s experiences and needs, consider these additional key elements:

• Use inclusive language throughout the survey: Ensure that your questions and response options are free from bias, assumptions, or exclusionary language. Use gender-neutral phrasing, offer multiple identity options, and be mindful of how different cultures interpret terminology.
• Incorporate real-life workplace scenarios: Instead of only using general DEI questions, present situational prompts to understand how employees experience inclusivity in daily work interactions. For example, "Have you ever felt that your ideas were dismissed in meetings due to your background or identity?"
• Segment data to uncover hidden disparities: Design your survey to allow for segmentation by factors like department, seniority, and work location. This helps identify specific DEI challenges that may not be apparent when viewing overall company-wide results.
• Include an emotional sentiment scale: Go beyond yes/no or multiple-choice responses by incorporating a scale that measures how employees feel about inclusion efforts. For example, "How valued do you feel in team decision-making?" on a scale from "Rarely" to "Always."
• Avoid survey fatigue with concise, relevant questions: While DEI is a broad topic, overly long surveys can deter participation. Focus on quality over quantity, keeping the survey short enough to maintain engagement while still capturing critical insights.
• Encourage participation with targeted messaging: Communicate the purpose of the survey in a way that resonates with employees. Explain how past DEI efforts have led to tangible improvements and emphasize that their input will shape future changes.
• Make the survey mobile-friendly and accessible: Many employees may complete the survey on their phones or other devices. Ensure the design is user-friendly, supports assistive technologies, and accommodates employees with disabilities.
• Collect qualitative feedback for deeper insights: In addition to structured response options, include open-ended questions that allow employees to share personal experiences and suggestions. Text analysis tools can help process large volumes of qualitative feedback effectively.
• Create benchmarks for tracking long-term progress: Establish baseline data from your initial DEI survey and use it to compare future results. Measuring changes over time will help assess the effectiveness of your DEI initiatives and inform future strategies.
• Provide a clear timeline for survey follow-ups: Let employees know when they can expect to hear about the survey findings and next steps. A transparent process builds trust and reinforces the company’s commitment to real action.

DEI survey questions examples

Diversity survey questions for employees   go beyond routine questionnaires—they serve as a guiding tool to foster a diverse, equitable, and inclusive workplace. These surveys help organizations assess workplace culture, identify gaps, and implement meaningful change. Here are some key types of key diversity questions to ask employees:

• Psychological safety questions: Gauge if employees feel safe expressing their opinions without fear of discrimination or bias.
• Workplace discrimination questions: Identify if employees have witnessed or experienced any form of discrimination and understand recurring patterns.
• Inclusion and belonging questions: Assess whether employees feel valued, included, and supported within the organization.
• Equity and fairness questions: Determine if employees perceive fairness in promotions, pay, and career advancement opportunities.
• Leadership and accountability questions: Measure how well leadership supports DEI initiatives and fosters an inclusive work environment.
• Workplace culture questions: Understand employee sentiment on diversity, collaboration, and inclusivity in daily interactions.

75+ Diversity, equity, inclusion, and belonging survey questions

These thought-provoking questions are designed to delve deep into the heart of your organization. From exploring perceptions of diversity to assessing the effectiveness of inclusion initiatives, these inclusive questions examples will guide you on a transformative journey towards the company's diversity and building a more inclusive and harmonious work environment.

Diversity survey questions

1. How would you rate our organization's representation of diverse backgrounds and identities?
2. Does our organization make you feel comfortable with your sexual identity?
3. Are there any barriers or challenges you have experienced related to diversity within the workplace?
4. Have you witnessed or experienced bias or discrimination based on diversity within our organization?
5. Do you feel diverse perspectives are actively sought and valued in decision-making?
6. How well do you believe our organization promotes diversity in recruitment and hiring practices?
7. Are there any suggestions or initiatives you would recommend to help your organization bring diversity?
8. How effectively do you think our organization promotes a culture of inclusion and belonging?
9. In your opinion, how transparent is our organization in addressing diversity and inclusion issues?
10. Are there any specific diversity and inclusion training or programs you feel would benefit our employees?
11. Do you believe our organization actively supports and accommodates individuals with disabilities?
12. How comfortable do you feel discussing diversity and inclusion issues with your colleagues and supervisors?
13. Do you feel that our organization's leadership reflects a commitment to diversity and inclusion?
14. Are there employee resource groups or networks that you can join to support diversity initiatives?
15. How effective is our organization in addressing and resolving complaints related to diversity and inclusion?
16. Do you think our organization's policies and practices effectively prevent harassment and discrimination?
17. How well does our organization represent diversity in leadership positions?
18. Do you believe diverse hiring practices are consistently applied across all departments?
19. Have you noticed any unconscious biases affecting decision-making in your team?
20. Do you feel that diversity initiatives in our organization lead to real change?
21. How often do you see diverse perspectives influencing key business strategies?
22. What additional steps should the organization take to improve diversity efforts?

Equity survey questions

1. Rate from strongly agree to strongly disagree that there are opportunities for growth and advancement distributed fairly among all employees
2. Have you witnessed or experienced instances where the organization didn't treat employees fairly?
3. Have you observed any barriers or inequities regarding access to resources, training, or mentorship opportunities?
4. How well do you believe our organization addresses and responds to pay equity and salary transparency issues?
5. Do you feel that the promotion and evaluation process of your organization is unbiased and equitable?
6. From 1 to 10, how would your rate your organization's equity initiative? Are there any suggestions or strategies you would recommend?
7. Have you ever felt that your voice or contributions were not valued or considered due to factors such as gender, race, or other identities?
8. How would you rate the accessibility and availability of professional development opportunities for all employees, irrespective of their background or identity?
9. Do you think our organization effectively monitors and addresses disparities in compensation, benefits, and rewards based on diversity factors?
10. Have you ever felt that certain employees receive preferential treatment or advantages based on factors unrelated to merit or performance?
11. In your opinion, how transparent is our organization in disclosing information about salary ranges and compensation structures to all employees, regardless of their background or identity?
12. How confident are you that your performance reviews are conducted impartially and fairly?
13. Do you feel that all employees have equal access to leadership opportunities and roles within the organization?
14. Have you observed any practices or policies that contribute to inequities in the workplace? If so, please describe.
15. How effectively does our organization handle complaints or grievances related to equity issues?
16. Do you believe that our organization provides adequate support and resources to ensure equitable treatment for all employees?
17. Do employees from all backgrounds have equal access to mentorship opportunities?
18. How often are promotions and raises transparently communicated to employees?
19. Do you believe workplace policies accommodate employees with different needs fairly?
20. Have you experienced or observed favoritism in decision-making processes?
21. Does the company provide fair and equal access to flexible work arrangements?
22. What additional support could improve fairness and equity in our workplace?

Inclusion survey questions

1. Do you feel a sense of belonging and inclusion within our organization?
2. How comfortable do you feel expressing your opinions and ideas in team meetings or discussions?
3. Have you observed or experienced instances where certain individuals or groups were excluded or marginalized?
4. What inclusivity initiative has been taken by your organization recently?
5. Are there any initiatives or practices you believe could help overcome inclusion challenges within our organization?
6. How well do you feel your individual strengths and talents are recognized and utilized within the organization?
7. Have you encountered any barriers or challenges to portraying your sexual orientation openly?
8. Do you believe our organization actively encourages and supports employee resource groups and affinity networks to foster a sense of belonging?
9. How effective do you think our organization is in creating an environment where all voices are heard and valued, regardless of their background or identity?
10. Are there any specific diversity and inclusion events or activities you'd like to see implemented within our workplace?
11. Do you feel that our organization promotes cross-cultural understanding and collaboration among employees effectively?
12. How comfortable are you providing feedback to management without fear of retaliation?
13. Do you believe your unique background and perspectives are valued at work?
14. How inclusive do you feel team-building activities and company events are?
15. Are workplace policies and benefits designed to accommodate diverse employee needs?
16. Have you ever felt pressure to conform to a specific work culture?
17. What additional measures could improve inclusion across all levels of the organization?

Belonging survey questions

1. Do you feel a sense of connection to our organization's mission and values?
2. Are there opportunities for you to be your authentic self within the workplace?
3. Have you ever felt isolated or disconnected from the larger organization or specific teams?
4. Do you feel that our organization recognizes and appreciates your contributions and achievements?
5. How well do you believe our organization fosters a supportive and inclusive community for all employees?
6. Are there any initiatives or practices you suggest to enhance the sense of belonging within our organization?
7. Rate from strongly agree to strongly disagree. Does your organization provides you with the necessary support and resources to thrive and succeed?
8. Do you feel that your unique skills and talents are valued and integrated into the organization's overall mission and goals?
9. Have you ever encountered instances where you felt like an outsider within specific workgroups or teams?
10. What actions or behaviors from colleagues or leadership have made you feel more connected and valued within the organization?
11. In your opinion, how effectively does our organization facilitate opportunities for employees to build meaningful relationships and networks with their peers, irrespective of background or identity?
12. Do you feel that your personal values align with the company’s culture?
13. How often do you feel appreciated for your contributions at work?
14.Do you feel supported by colleagues and management in times of personal difficulty?
15. How comfortable are you sharing personal experiences or cultural traditions at work?
16. Have you ever felt excluded from important conversations or decisions?
17. What actions could the organization take to strengthen employees’ sense of belonging?

Remember, these questions can be customized to fit your organization's needs and context. Framing them right and getting actionable feedback would help you build workplace equity, work on employee diversity, promote gender identity, and be among the top, diverse companies

How can technology help you in conducting DEI surveys?

With digital platforms, survey administration becomes effortless, reaching all your employees and eliminating manual data entry. Additionally, advanced analytics provide valuable insights, uncovering trends and guiding targeted strategies.

Technology streamlines the entire process, maximizing efficiency and accuracy. Embracing technology empowers organizations to drive positive change, take equity initiatives, and boost diversity, equity, inclusion, and belonging with the least effort.

One great example of such a survey software is CultureMonkey, which allows you to listen to and engage with your employees more effectively via its employee engagement survey.

You can customize the survey per your organization's needs and take anonymous feedback that will help you come up with insights to help build a work culture that promotes diversity, equity, inclusion, and belonging.

CultureMonkey has been recognized as a High-Performer Enterprise by G2 for Winter 2024. It is also being used by more than 500K+ employees globally.

What to do with your employees' DEI & B feedback to improve employee retention?

When improving employee retention through DEI&B feedback, your employees' voices are the key to unlocking success. Here are seven essential steps to leverage their feedback effectively:

1. Listen and validate

Start by genuinely listening to your employees' DEI&B feedback. Create a safe space where employees feel heard and valued. Validate their experiences and perspectives, acknowledging the importance of their input. This step builds trust and demonstrates your commitment to fostering an inclusive environment.

2. Analyze and prioritize

Thoroughly analyze the feedback received, identifying recurring themes and areas for improvement. Prioritize the issues that significantly impact employee retention and align with your organization's DEI&B goals. This analysis will help you understand the root causes of any challenges and inform targeted action plans.

3. Take action and communicate

Implement tangible and meaningful changes based on the feedback. Develop initiatives that address identified gaps, enhance inclusion, and further promote equity and belonging. Communicate these actions transparently to your employees, emphasizing how their feedback has shaped the decision-making process. Demonstrating a commitment to continuous improvement shows that their voices matter and their feedback is valued.

4. Establish accountability mechanisms

Create clear accountability structures within your organization to ensure that the proposed changes are effectively implemented. Assign responsible individuals or teams to oversee specific initiatives and monitor progress. Regularly track and report on the status of these initiatives to maintain transparency and trust.

5. Provide ongoing education and training

Consider offering DEI&B training and workshops for employees and leadership. These programs can help raise awareness, increase empathy, and equip your workforce with the knowledge and skills needed to promote diversity, equity, inclusion, and belonging. Ongoing education ensures that your organization remains proactive in addressing DEI&B issues.

6. Encourage employee resource groups (ERGs)

Support the formation and activities of Employee Resource Groups (ERGs) focused on various aspects of diversity and inclusion. These groups provide a platform for employees to connect, share experiences, and drive positive change within the organization. Encourage ERGs to actively participate in DEI&B initiatives.

7. Measure progress and adapt

Regularly assess the impact of your DEI&B efforts on employee retention. Collect data on retention rates, and employee engagement levels. Use this information to make necessary adjustments to your strategies and initiatives. Continuously adapt and refine your approach to ensure that it remains effective in retaining a diverse and inclusive workforce.

What is a good example of a DEI statement?

A stellar example of a Diversity, Equity, and Inclusion (DEI) statement is the one from Microsoft. They say, "We are committed to fostering a diverse and inclusive workplace where every employee feels valued, respected, and empowered to bring their authentic selves to work."

What makes this statement stand out is its clarity and inclusivity. It explicitly mentions the commitment to diversity and inclusion and goes beyond that by emphasizing the importance of employees feeling valued and empowered to be themselves.

A great DEI statement should not be just a mere formality but a genuine expression of a company's dedication to creating a more equitable and diverse work environment. It should resonate with employees, stakeholders, and the wider community.

Microsoft's statement sets a high standard by making it clear that they're not just talking the talk; they're walking the walk when it comes to DEI. It's a great model for any organization looking to craft an impactful DEI statement.

What are the DEI survey topics?

Diversity, Equity, and Inclusion (DEI) surveys are powerful tools for organizations to gauge the pulse of their workplace culture and identify areas for improvement. To create a comprehensive DEI survey, you'll want to consider a range of topics to cover. Here are nine key DEI survey topics:

1. Demographics: Start with the basics. Ask about age, gender, race, ethnicity, sexual orientation, disabilities, and other key demographic information to understand your workforce's composition.
2. Inclusion and belonging: Dive into the sense of belonging among your employees. Ask questions like, "Do you feel like you belong at this organization?" or "Do you feel comfortable expressing your opinions?"
3. Microaggressions and discrimination: Inquire about experiences with microaggressions or discrimination. This could include questions like, "Have you witnessed or experienced any form of discrimination at work?"
4. Equity and fairness: Probe into perceptions of fairness. Ask about opportunities for advancement, promotions, and pay equity.
5. Company culture: Explore how employees perceive your organization's culture regarding DEI. Are your stated values reflected in everyday work life?
6. Management and leadership: Assess the effectiveness of your leadership in promoting diversity and inclusion. Questions might include, "Do you believe your managers actively promote DEI?"
7. Training and development: Inquire about DEI training and development programs. Are they accessible and effective?
8. Accessibility and accommodations: If relevant, ask about accommodations for individuals with disabilities or other accessibility concerns.
9. Suggestions and open-ended feedback: Provide an opportunity for open-ended employee feedback. Encourage employees to share their thoughts, ideas, and suggestions on improving DEI efforts.

How to interpret your DEI survey results?

Interpreting your Diversity, Equity, and Inclusion (DEI) survey results is like deciphering a map to more diverse and inclusive workplaces. Here are five key steps to help you navigate through the data and turn insights into action:

1. Review the data holistically: Start by looking at the big picture. Identify trends and patterns in the responses. Are there specific areas where employees consistently express satisfaction or concern? This bird's-eye view will guide your focus.
2. Spotlight key findings: Highlight the most significant findings. What are the standout issues or strengths? Pay attention to both quantitative (scores and percentages) and qualitative (comments and suggestions) data.
3. Benchmark against goals: Compare your survey results to your initial DEI goals and industry benchmarks. Are you on track to achieve your objectives? Where do you fall short or exceed expectations?
4. Engage stakeholders: Involve key stakeholders, including employees, managers, and leadership, in the interpretation process. Collaboratively discuss the findings, solicit input, and collectively identify actionable steps for improvement.

How can CultureMonkey help you in conducting DEI & B surveys?

DEI initiatives often fall short because organizations lack the right metrics and tools to truly understand their workforce. Without actionable insights, efforts remain superficial, failing to address the real challenges employees face. CultureMonkey bridges this gap, providing the support needed to turn DEI intentions into impactful outcomes.

• Ask the right questions with science-backed templates: One major challenge in DEI surveys is knowing where to start. CultureMonkey offers people science-backed templates tailored to uncover key issues in your workplace. This ensures you ask the right questions, helping you move beyond generic surveys to uncover the real story behind your workforce’s experiences.
• Encourage honesty with anonymous surveys: Employees often hesitate to share their true thoughts due to fear of judgment or repercussions. CultureMonkey’s anonymous survey feature eliminates this fear, creating a safe space where employees feel comfortable voicing their opinions, leading to more authentic and valuable feedback.
• Spot disparities with visual heatmaps: Identifying specific DEI gaps can feel overwhelming without clarity. CultureMonkey’s heatmaps allow you to visualize and drill down into data by categories like gender, location, or department. This helps you pinpoint disparities and focus on areas that need immediate attention.
• Act faster with AI-powered insights: Reading through thousands of open-ended employee responses can be daunting and time-consuming. CultureMonkey’s AI-powered insights analyze this feedback, delivering actionable, relevant recommendations. This transforms raw data into clear next steps, enabling leaders to address issues effectively and foster real change.

Conclusion

Creating a truly inclusive workplace isn’t just about policies and checkboxes—it’s about building a culture where every employee feels valued, heard, and empowered. DEI & B initiatives can drive meaningful change, but without the right insights, they often fall short. Many organizations struggle to measure their progress, identify hidden gaps, and take actionable steps that create lasting impact.

This is where the power of data-driven decision-making comes in. A well-structured DEI survey provides the foundation for understanding workplace dynamics, uncovering disparities, and fostering a sense of belonging.

However, surveys alone won’t solve the problem—what matters is how organizations listen, interpret, and act on the feedback they receive.That’s where CultureMonkey transforms the DEI & B journey. By helping organizations move beyond surface-level efforts, it provides clarity and direction, ensuring that employee feedback turns into measurable improvements.

With the right insights, companies can drive real change, enhance employee engagement, and improve retention—all while fostering an environment where diversity isn’t just acknowledged but celebrated. Inclusion is an ongoing commitment, not a one-time initiative. By prioritizing continuous learning and action, businesses can create workplaces where every individual thrives.

FAQs

1. What does DEI stand for?

DEI stands for Diversity, Equity, and Inclusion, three key principles that promote a fair and inclusive workplace. Diversity focuses on representation, equity ensures fair opportunities, and inclusion fosters a sense of belonging. Organizations use DEI survey questions for employees to assess workplace culture, identify gaps, and implement strategies that create a more equitable and inclusive environment.

2. What is a DEI survey?

A DEI survey is a tool used to assess workplace diversity, equity, and inclusion by gathering employee feedback. It helps organizations identify gaps, measure inclusivity, and understand employee experiences. By incorporating tailored DEI survey questions, businesses can uncover key insights, foster equity, and create a more inclusive environment where everyone feels valued and supported.

3. How can I ensure employees feel heard and valued when collecting DEI&B feedback?

To ensure employees feel heard and valued when collecting DEI&B feedback, create a safe space for honest responses, offer anonymous surveys, and act on the insights gathered. Regularly communicate survey results, acknowledge employee concerns, and implement meaningful changes. Transparency and follow-through show employees that their voices matter, fostering a more inclusive workplace. Genuine action turns feedback into lasting cultural change.

4. What if employees disagree on different DEI&B initiatives?

Having a contrary opinion is common in DEI&B discussions. It is important to approach these situations with empathy and seek to understand the underlying reasons for differing perspectives. Encourage constructive dialogue and consider multiple viewpoints to find balanced solutions that address the needs of your diverse workforce. Creating a culture of open communication fosters mutual respect to bridge gaps in understanding.

5. How can I measure the impact of DEI&B initiatives on employee retention?

To measure the impact of DEI&B initiatives on employee retention, track turnover rates, engagement levels, and employee satisfaction over time. Use a diversity survey questionnaire to gather insights on workplace experiences, inclusion, and equity. Analyzing key metrics and trends from these surveys helps identify gaps, improve policies, and create a more supportive work environment that enhances retention.