Inclusion you can measure, not just declare

CultureMonkey scores inclusion and belonging as real drivers, slices every result by demographic to find equity gaps, and keeps every cut safe with automatic anonymity protection.

★★★★★ 4.7/5 on G2 · 67 reviews, Aug 2026
ISO 27001SOC 2 Type IIGDPR
Inclusion · who answered howThis cycle
One figure per respondent, by gender · scores out of 10 · org average 7.2
Women
6.6
Men
7.6
Non-binary
Protected
StrongModerateNeeds focusProtected
What this showsWomen score 1.0 below men. The non-binary group is under the anonymity threshold, so it stays protected.
Trusted by teams at
United BankEmiratesYahooCerence AIRobertshawAshleyJeronimoDP World
Measure

Inclusion is a scored driver, not a vibe

  • DEI and belonging survey templates from a research-grounded question bank, ready to adapt to your survey program.
  • Inclusion and belonging score alongside your other drivers, workload, manager support, growth, so belonging questions live inside the full survey instead of a separate belonging-only survey.
  • Sentiment per driver reads the why: AI classifies open-text comments against each driver, so you see how people talk about inclusion, not just how they rate it. The full engine lives in the engagement survey platform.
See the gaps

Slice every score by demographic, all at once

  • Every score, not just one: inclusion, belonging, and every other driver, cut by gender, age band, tenure, location, level, or any custom attribute you define.
  • Combine filters in one view: one business unit, cut by tenure and gender together, because the real gaps hide in the intersections.
  • Multi-entity organizations slice cleanly with business groups, each subsidiary its own view under one parent account.
  • Go deeper in People Analytics: trends over time, cross-tabs, and exports on the same sliced data.
Inclusion & Belongingscores out of 10 · this cycleLive
Cut by
2 of 3
how many
groups
6.7
who scores
lowest
Women
7.1
who scores
highest
Men
0.4
how far
apart
Women6.7
Men7.1
Non-binary Protected
1,156 respondents·inclusion by gender 1 below the threshold

See your own equity gaps on a live dashboard walkthrough.

The trust core

Demographic insight never costs anyone their anonymity

The two guarantees that make honest DEI data possible: nobody is identifiable in a report, and the hardest things have a protected route out.

Safe by design

Small groups stay invisible, automatically

  • Anonymity thresholds suppress any group too small to be anonymous. A team with one woman never appears as its own row; the score rolls up to the parent group instead. Automatic, not a setting someone remembers.
  • Choose which attributes appear in heatmaps at all, and hide standard demographics where local policy requires it.
  • Restrict who sees sensitive attributes: a sub-admin can run their whole survey program without ever seeing gender, veteran status, or disability fields.
  • The anonymity mechanics run deeper in the anonymous feedback tool.
Who sees whatAccess control
Attribute visibility, per role
SUSuper adminFull access to every attribute
TeamVisible
LocationVisible
GenderSensitiveVisible
Veteran statusSensitiveVisible
DisabilitySensitiveVisible
Groups under the response threshold never appear, for anyone.
Speak Up

A protected channel for what surveys cannot catch

  • Discrimination, bias, and harassment rarely wait for a survey window. Speak Up is the always-on anonymous reporting channel beside it.
  • Every case gets a category, an investigator, and case notes, so nothing sensitive sits unowned in an inbox.
  • Two-way anonymous messaging lets the investigator ask follow-up questions while the reporter stays anonymous throughout.
  • Survey feedback gets the same protection: reply privately to any anonymous response without unmasking anyone.
Prove it

DEI reporting leadership can stand behind

  • Track inclusion and belonging across cycles and compare heatmap periods side by side, so progress is a trend, not an anecdote.
  • Benchmark against your industry and region to know whether 7.2 is a win or a warning.
  • Turn gaps into owned actions: AI-suggested starting points from your lowest drivers, tracked to done in Act on Feedback.
  • A certification proves a moment. A narrowing gap, benchmarked and owned, proves a practice.
Inclusion · five cyclesTrend
One gap, closing on the record · step through the cycles
Gap 0.4Women 7.1Org 7.5Now · this cycle
WomenOrg averageIndustry benchmark
AI-suggestedTo doIn progress
Mentorship pairings, early-tenure women
Review next cycleJMJ. Meyer
The survey itself

Inclusion starts with who gets heard

A DEI program that only hears desk workers in English measures the wrong workforce.

In their own language

Surveys run in 100+ languages, with invitations and reminders in each employee's preferred one.

Multilingual surveys

On the floor, not just at desks

Email. Lands in the inbox, in each person's own language.
Frontline surveys

Easy to answer for everyone

Answered in seconds, from any phone

Short, mobile-first response experiences designed so participation never depends on sitting at a laptop.

Survey templates
Who is it for

Built for the people who own the outcome

Four roles, one dataset: gaps found, cuts protected, progress proved.

In their words

Hear it from people leaders

Heather Kane, Robertshaw
The problem CultureMonkey solves is getting to a mostly frontline workforce in nine different languages, half a dozen of which aren't common. It makes it really easy, so we can spend more of our time on the output that actually matters.
Heather KaneChange Management & Employee Engagement Lead · Robertshaw
View case study
Lisa Watts, Astra Service Partners
We were having conversations in the leadership team about how we're actioning survey data. If we're getting all this information twice a year but not doing anything with it, we have to be honest with ourselves about that.
Lisa WattsChief People Officer · Astra Service Partners
View case study
Proof

Rated by HR leaders, certified for your security team

G2 High Performer, EnterpriseG2 Momentum LeaderG2 Fastest ImplementationISO 27001 certifiedSOC 2 Type IIGDPR compliant

4.7/5 on G2 · Go deeper on our methodology and benchmarks, or start from the People Science overview.

FAQ

DEI software questions, answered

Measuring DEI

What DEI software measures, and which questions to ask.

What is DEI software, and what does it actually measure?
DEI stands for diversity, equity, and inclusion. DEI software measures how included, respected, and heard employees feel, and shows where those experiences differ between groups. In practice that means running anonymous surveys that score inclusion and belonging as engagement drivers, slicing every score by demographics such as gender, age, tenure, and location, and tracking whether gaps close over time. It measures sentiment, how people experience your workplace; it is not a headcount or workforce-composition tool.
How do you measure inclusion and belonging in a survey?
Treat inclusion and belonging as scored survey drivers, not a statement of values. Ask a consistent set of research-backed questions on a recurring cadence, score them alongside your other engagement drivers, and read the trend rather than any single result. The score itself matters less than the differences: compare it across demographic groups and across cycles, and investigate wherever one group consistently experiences the workplace differently from everyone else.
What DEI survey questions should we ask?
Ask about the experience of inclusion, not agreement with the concept: whether people feel heard in meetings, whether they can disagree without risk, whether opportunities and recognition feel fairly distributed, and whether they can be themselves at work. Keep belonging questions inside a full engagement survey rather than running a belonging-only survey, so you can see how inclusion interacts with workload, manager support, and growth.

Slicing safely

Demographic cuts without exposing a single person.

How do we see results by gender, age, or ethnicity without identifying anyone?
Slice reports by demographic attributes, gender, age band, tenure, location, level, or your own custom attributes, and let the platform enforce anonymity underneath. Results only ever appear as group aggregates, and any group smaller than the anonymity threshold is suppressed automatically, so a report can show that a gap exists without anyone being identifiable inside it.
What happens to small groups in demographic reports?
Groups below the anonymity threshold are masked automatically: their scores are hidden and roll up into the parent group instead. A team with one woman, or a location with three respondents in a category, never appears as its own row. Admins can also control which attributes appear in heatmaps at all, and restrict which roles can see sensitive attributes such as gender.
How can employees report discrimination or bias safely?
Through Speak Up, CultureMonkey's anonymous reporting channel. An employee can raise a discrimination, bias, or harassment concern without revealing who they are. The case gets a category, an assigned investigator, and case notes, and two-way anonymous messaging lets the investigator ask follow-up questions while the reporter stays anonymous throughout.

Proving progress

Trends, benchmarks, and making it work globally.

How do we prove our DEI efforts are working?
Pick the metrics before you start: inclusion and belonging driver scores, the size of the gaps between demographic groups, and participation in the survey itself. Then show the trend: driver scores across cycles, gaps narrowing or holding, benchmarked against your industry and region. A certification proves a moment in time; a trend line shows whether the daily experience is actually changing.
Can DEI surveys work across different countries and cultures?
Yes, if the program adapts by market instead of exporting one country's framing. Surveys run in 100+ languages, demographic attributes are defined by you, so each market can slice by what matters locally, and delivery reaches frontline and deskless teams via QR code, kiosk, SMS, and WhatsApp. What stays constant is the measurement itself: the same drivers, thresholds, and trends everywhere.

Measure it. Fix it. Prove it.

A 30-minute walkthrough of driver scores, demographic slicing, and Speak Up, on your own workforce structure.

ISO 27001·SOC 2 Type II·GDPR·★★★★★ 4.7/5 on G2