DEI stands for diversity, equity, and inclusion (DEI), which are in today’s world essential values for any workplace or organization. To ensure that DEI initiatives are successful, gathering data about the current state of diversity and inclusion in the workplace is crucial. This is where DEI surveys come in. They can provide valuable insights into employees’ experiences and help identify areas for improvement.
In this blog, we’ll discuss what DEI surveys are, why they’re important, and some examples of DEI survey questions you can use to gather meaningful insights.
What is a DEI survey?
A DEI survey is a tool to measure the current level of diversity, equity, and inclusion in a workplace or organization. Depending on the survey’s goals, it can be administered to all employees or a subset of the workforce.
DEI questionnaires typically include a mix of closed-ended and open-ended questions. Closed-ended questions ask respondents to choose from predefined options, while open-ended ones allow respondents to provide unique answers. Both types of DEI employee survey questions are valuable for gathering data about employees’ experiences and identifying areas for improvement.
Why are DEI surveys important?
DEI surveys, and good DEI survey questions for employees, are important for several reasons. First, they can provide valuable insights into employees’ experiences. This information can help identify areas where the workplace needs to improve regarding diversity, equity, and inclusion.
Second, they can help measure the effectiveness of DEI initiatives. For example, suppose the workplace has implemented programs to improve diversity and inclusion. In that case, a survey can help measure the impact of those strategies and identify areas where further improvement is needed.
Third, they can help hold the organization accountable for its commitment to diversity, equity, and inclusion. By regularly administering DEI questionnaires and tracking progress over time, an organization can demonstrate its commitment to creating a more inclusive workplace.
Diversity, equity, and inclusion differentiation
DEI is often used as a framework for promoting fairness and respect in organizations, communities, and society as a whole. While its components are interrelated concepts, there are important differences between equity, diversity, and inclusion.
Diversity refers to the differences and variety of human characteristics, including (but not limited to) race, ethnicity, gender, sexual orientation, ability, age, religion, and socioeconomic status. Diversity encompasses all of the differences that make individuals unique and is the first step in creating a more equitable and inclusive environment.
Inclusion ensures that everyone feels welcome, valued, and respected in a given environment. This involves creating a sense of belonging where individuals can bring their whole selves to the workplace or community without fear of discrimination or exclusion. Inclusion is actively engaging with diversity and recognizing and valuing the unique contributions individuals from diverse backgrounds can bring to a team or organization.
Equity is the concept of fairness and justice and treating individuals equally regardless of their backgrounds or identities. Equity involves identifying and addressing systemic and structural barriers that prevent individuals from accessing the same opportunities and resources as others. It means ensuring all individuals have what they need to succeed and are not held back by structural or systemic barriers.
Diversity, inclusion, and equity are all important components for creating a fair and respectful workplace or community. While they are interrelated, it’s important to understand the differences between each concept and how all three work together to promote a more just and equitable society.
DEI survey questions for employees
Now that we’ve discussed the importance of DEI surveys let’s look at some examples of DEI survey questions for employees that can be used to gather meaningful insights. These are just examples—survey questions should be tailored to specific organizations and goals.
Demographic questions
Here are some DEI survey questions examples regarding demographics:
- What is your age?
- What is your gender identity?
- What is your sexual orientation?
- What is your race/ethnicity?
- What is your religion or spiritual belief, if any?
- What is your highest level of education completed?
- What is your current employment status (full-time, part-time, unemployed, etc.)?
- What is your occupation or field of work?
- What is your annual income range?
- What is your marital status?
- Do you have any dependents (children, elderly parents, etc.)?
- What is your primary language?
- Do you have any disabilities or chronic health conditions?
- What is your country of origin or nationality?
It’s important to remember that not all of these questions may be relevant or appropriate for every survey or audience. Consider tailoring questions to the specific demographic being targeted and ensure that questions are respectful and inclusive while avoiding assumptions or stereotypes.
See our blog “How to use demographic survey questions” for a deeper dive.
Inclusion questions
Here are some DEI survey questions examples regarding inclusion:
- Do you feel included and valued in this workplace?
- Have you experienced any form of discrimination or bias in the workplace?
- Have you witnessed any form of discrimination or bias in the workplace?
- Have you ever felt uncomfortable or excluded in the workplace due to your identity?
- Can you bring your whole self to work?
- Have you ever witnessed or experienced discrimination or bias in the workplace?
- Do you think your voice is heard and valued in the workplace?
- Have you ever felt excluded or marginalized in the workplace?
- Do you feel your manager/supervisor supports your career development and growth?
- Do you think that your colleagues are respectful of your background and experiences?
- Are there opportunities for professional development and advancement for individuals from diverse backgrounds?
- Have you ever felt uncomfortable or unsafe in the workplace due to your identity?
- Do you feel the organization values diversity and inclusion?
- Are there any policies or practices in the workplace that you feel are not inclusive or equitable?
Read our guide “How to write more inclusive surveys” for more information
Equity questions
Here are some DEI survey questions examples regarding equity:
- Are all employees treated fairly and equally at this company?
- Have you ever witnessed or experienced discrimination based on race, gender, sexual orientation, religion, age, or any other characteristic?
- Are promotions and opportunities for advancement available to everyone regardless of their background?
- Do you feel comfortable speaking up about issues of equity and inclusion in the workplace?
- Have you ever seen someone excluded or treated differently based on their identity?
- Does the company provide adequate resources and support for diversity, equity, and inclusion initiatives?
- Is management committed to creating a diverse and inclusive workplace?
- Are your ideas and contributions valued equally to those of your peers?
- Have you ever felt like your opportunities for growth and advancement were limited because of your identity?
- Does the company have any policies or initiatives in place to address equity and inclusion—and are they effective?
It is important to assure respondents that their responses will be kept confidential and used to improve workplace culture and practices.
Learn more about anonymous surveys and how they improve confidentiality.
Following up on the survey results with action is important to communicate progress and change to employees.
Diversity questions
- Is a diverse range of perspectives represented in this workplace?
- Does the organization value and prioritize diversity?
- Does the organization actively seek out diverse candidates for open positions?
- Does the organization provide adequate resources and support for diverse employees?
- How diverse do you feel the company’s workforce is regarding race, ethnicity, gender, sexual orientation, age, and religion?
- Have you ever witnessed or experienced discrimination or bias based on your identity or background?
- How comfortable do you feel discussing issues related to diversity and inclusion in the workplace?
- Does the company offer any diversity training or education programs?
- Have you ever felt excluded or marginalized at work because of your identity or background?
- Do you feel the company values diversity and actively seeks to create an inclusive workplace?
- Are there any barriers or obstacles to advancement within the company that you feel are related to your identity or background?
- Do you feel that your ideas and opinions are valued and respected equally to those of your peers, regardless of your identity?
- Does the company have any diversity initiatives or employee resource groups (ERGs) that you are aware of?
- How satisfied are you with the company’s efforts to promote diversity and inclusion?
Remember, these questions are just a starting point and can be customized to fit specific research needs and goals and may not be applicable or appropriate for every organization or audience. It’s vital to approach the DEI questionnaire sensitively to ensure that all employees feel comfortable providing honest feedback.
What should you take into consideration when conducting a DEI survey for employees?
There are several other important aspects to consider when planning a DEI survey for staff and employees. Here are a few additional points to keep in mind:
Confidentiality and anonymity
To ensure that employees feel comfortable providing honest feedback, assure them that their responses will be kept confidential and anonymous. This can help employees feel more comfortable sharing their experiences and providing honest feedback.
Representation
When administering DEI surveys, make sure all employees have the opportunity to participate. This means guaranteeing that the survey is accessible to employees with disabilities, providing translations for non-English speaking employees, and that the survey is inclusive of all identities and experiences.
Data analysis and action
After administering a DEI survey, analyze the data and take action based on the results. This may involve developing new initiatives, addressing areas where the workplace falls short, or celebrating successes and progress. It’s also important to communicate the survey results to employees and to let them know what actions will be taken due to their feedback.
Ongoing evaluation
DEI questionnaires should not be a one-time event.
To ensure that the workplace continues to advance in diversity, equity, and inclusion, it’s important to administer regular surveys and track progress over time. This can help identify areas where success has occurred, as well as areas where further improvement is needed.
In summary, DEI surveys are a valuable tool for measuring the current state of diversity, equity, and inclusion in the workplace. By ensuring confidentiality and anonymity, addressing issues of representation, analyzing data and taking action, and conducting regular evaluations, organizations can demonstrate their commitment to creating a more inclusive workplace and make progress towards this important goal.
Create DEI surveys with SurveyPlanet
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