Diversity and Inclusion Employee Survey
Systematically gather valuable employee feedback on workplace diversity, equity, and inclusion through this comprehensive assessment survey
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How to Use This Checklist
- Introduce the survey to participants. Explain that it collects feedback on workplace diversity, equity, and inclusion and that honest responses are what make it useful.
- Record the context. Complete the initial items: 'Conducted on', 'Prepared by', and 'Location'.
- Work through the survey statements. Each statement can be marked with 'Agree', 'Disagree', or 'Neither Agree nor Disagree'. They cover the four core sections: Organizational Commitment to Diversity, Equity & Inclusion; Sense of Belonging & Workplace Inclusion; Recruitment, Hiring & Career Advancement; and Discrimination & Harassment Policies.
- Use the statement prompts as written. For example, 'Our organization demonstrates a clear and visible commitment to fostering diversity, equity, and inclusion.' and 'I personally feel respected, included, and valued as a member of this organization.'
- Sign and finish. The respondent signs, and the form captures 'Finished At', 'Inspection real start date', and 'Inspection real end date'.
- Review and act. Analyse the completed surveys to identify areas where employees disagree or feel neutral, and use those findings to guide improvements in your DEI practices.
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What a diversity and inclusion employee survey is
A diversity and inclusion employee survey asks your people how they actually experience the workplace. It goes beyond headcount and policy documents to find out whether employees feel respected, valued, and able to bring their whole selves to work. This survey structures that conversation across five areas: the overall diversity and inclusion picture; how visibly and consistently the organization commits to diversity, equity, and inclusion; whether people feel a genuine sense of belonging; whether recruitment, hiring, and career advancement are fair and transparent; and whether employees know how to raise concerns about discrimination or harassment and trust that those concerns will be handled properly. The survey itself is a practical assessment tool with 24 items, mixing context items that capture who ran it and where, a set of agree/disagree statements, and sign-off fields for completion.
Why it matters
How employees feel about inclusion affects whether they stay, contribute ideas, and speak up. The survey items test the things that are easy to assume but hard to verify: whether 'the workplace environment encourages open and honest expression of ideas, opinions, and beliefs without fear of judgment', whether 'hiring and promotion decisions are made through fair, transparent, and equitable processes', and whether people feel their contributions are 'meaningfully valued by both my team and the broader organization'. By asking all of this consistently, you get a comparable picture across teams and time, rather than relying on anecdotes or a few vocal voices. It also surfaces gaps between what leadership believes it is doing and what employees are actually experiencing. The survey's fifth section asks directly whether employees are 'fully aware of the procedures and channels available for reporting concerns about discrimination or harassment' and whether 'the organization responds promptly and appropriately to address incidents of discrimination and harassment'.
Adopting the survey for your workplace
The survey is designed to be picked up and used as it stands. Each of the 24 items is already phrased as a clear statement, and the response scale offers three options: 'Agree', 'Disagree', and 'Neither Agree nor Disagree'. You can run it on a recurring schedule, after a policy change, or as part of a wider engagement review. The three opening items - 'Conducted on', 'Prepared by', and 'Location' - give each completed survey a context, and the closing signature and timing fields ('Finished At', 'Inspection real start date', 'Inspection real end date') record when the work was done. If your organization has its own DEI language or terminology, you can adjust wording before you distribute, but keeping the statement structure and the three-point scale makes results easier to compare over time.
Running a survey session
1. Prepare participants. Explain the purpose plainly: to gather honest feedback on how people experience diversity, equity, and inclusion here, and what should change. 2. Capture the basics. Complete 'Conducted on', 'Prepared by', and 'Location'. 3. Move through the statements in order. They are grouped into four sections: Organizational Commitment to Diversity, Equity & Inclusion; Sense of Belonging & Workplace Inclusion; Recruitment, Hiring & Career Advancement; and Discrimination & Harassment Policies. 4. Mark each response using the three options: 'Agree', 'Disagree', or 'Neither Agree nor Disagree'. 5. Sign off. The respondent signs, and you record 'Finished At', 'Inspection real start date', and 'Inspection real end date'. 6. Review the results as a set. Look for statements where disagreement or neutrality clusters, and treat those as the areas most worth acting on first.
Sample cultural assessment items
The survey's items are written as statements employees are asked to agree or disagree with. Some examples from across the sections: > 'Senior leadership visibly champions and actively promotes diversity, equity, and inclusion initiatives.' > 'My direct supervisor consistently demonstrates a commitment to fostering an inclusive and equitable team environment.' > 'I feel a genuine sense of belonging and connection within this organization.' > 'I am comfortable being my authentic self while at work.' > 'I am consistently included in communications regarding important organizational information and decisions.' > 'Our organization actively seeks to attract and recruit talent from diverse and underrepresented backgrounds.' > 'Professional development and career advancement opportunities are equitably accessible to all employees.' > 'The organization responds promptly and appropriately to address incidents of discrimination and harassment.' These statements do not ask for opinions about policy in the abstract. They ask about day-to-day experience, which is what makes the responses useful for deciding where to focus change.
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