Crafting a DE&I Survey? Start With These Essential Questions

A company serious about diversity, equity, and inclusion (DE&I) knows that data is key. But simply sending out a survey is not enough. They need to ask the right questions to get meaningful insights into how people truly experience their culture.

The questions they ask and how they ask them are crucial. This guide explores the essential questions companies must include to help shape a DEI survey that leads to real change.

These DEI survey questions can help both companies that are just getting started and those looking to revamp an existing survey. They ensure companies capture what matters most in their DEI journey.

What Is a DEI Survey and Why Is It Important?

A helps identify areas of strength and weakness in a company’s DEI practices. It provides insights into the experiences and views of employees from underrepresented groups.

Surveying the workforce about DEI raises awareness of these critical issues. It signals the company’s promise to build an equitable and just culture where individuals from all backgrounds can thrive. The data from DEI survey questions provides leaders with actionable references for fostering inclusion and closing equity gaps.

Meaningful change starts with listening. A well-designed DEI survey allows employees to share their truths in a safe space. It also guides companies on the path to becoming antiracist. When used properly, these surveys can transform companies and empower people.

Examples of Impactful DEI Survey Questions to Ask Employees

To gain valuable insights into your company culture, include DEI survey questions that uncover how employees truly feel.

Open-ended DEI survey questions give employees a chance to share their experiences in their own words. Their responses can highlight areas of strength as well as chances for growth.

Effective DEI survey questions are sensitive but vital for understanding employees' lived experiences. Their feedback can guide impactful action to build a workplace where everyone feels they belong. Some of the essential DEI survey questions are discussed in the following paragraphs. 

Do You Feel That the Company Values Diversity?

Employees want to feel like the company values and respects their diversity and differences. A good DEI survey question must gauge how well the company is promoting an inclusive culture where people feel they belong. 

Asking directly about whether employees feel the company values diversity and inclusion is key. DEI survey questions may include:

• Do leadership and managers show that they value diversity?
• Does the company culture promote inclusion and make you feel like you belong?
• Are differences respected and diversity championed?

Their answers will reveal a lot about the current state of DEI and company culture. Honest feedback can help find areas for improvement to build a truly inclusive workplace.

Have You Witnessed or Experienced Discrimination in the Workplace?

This DEI survey question aims to uncover instances of unfair treatment. Survey respondents may have witnessed or personally experienced these occurrences in their workplace. Discrimination creates a hostile work environment and negatively impacts employees.

Companies can directly ask about discrimination, even if anonymously answered in a survey. This is a vital first step for them to acknowledge issues, make crucial policy changes, and work to build a more inclusive culture.

Wording this DEI survey question carefully and providing examples of biased behavior ensures respondents grasp what is being asked. It also gives space for employees to share specific experiences they or coworkers have faced.

The insights gained from this question help identify problem areas and determine appropriate solutions. Overall, companies must approach DEI survey questions related to discrimination sensitively but directly.

Do You Feel that Promotions and Growth Opportunities are Based on Merit Rather Than Bias?

For many employees, the possibility of career growth is a significant factor in job satisfaction and retention. It is vital that companies assess how they approach promotional openings and growth.

This must be based primarily on an employee’s skills, talents, and work performance (merit) rather than concentrating on personal attributes like gender, ethnicity, or age.

Are You Comfortable Bringing Your Whole Self to Work, Including Cultural Background, and Identity?

Bringing the whole self to work means feeling comfortable and being authentic without fear of judgment or reprisal. Do employees feel accepted for who they are? This DEI survey question must cover aspects of their identity like culture, ethnicity, sexual orientation, disability status, and religion.

For DEI efforts to be truly effective, the answer must be an unequivocal “yes.” Leaders must foster a workplace that values different views and life experiences. In addition, companies must not tolerate discrimination of any kind.

When employees can be open about their cultural backgrounds and identities, it leads to greater psychological safety, creativity, productivity, and innovation. Companies must strive to create a culture that encourages employees to express their varied skills and perspectives. Both the company and its employees will benefit from this.

Do You Believe the Company is Making Meaningful Efforts to Address DEI Issues?

The company’s efforts around DEI are vital for both employees and the organization’s overall culture. Do employees believe the company is genuinely committed to addressing DEI issues in a meaningful way?

For initiatives to be impactful, they need employee buy-in. If employees do not believe in the company’s DEI programs and policies, they will not be effective. Surveying how employees view the company’s current and past actions on these critical issues helps clarify if they are resonating or needing improvement. Input from employees at all levels of the company, especially those from marginalized groups, is key.

This DEI survey question measures whether workers feel the company genuinely cares about DEI causes. It also shows if they are willing to make real changes based on the feedback they receive. As a result, answering this DEI survey question helps build trust in leadership and fosters an inclusive environment. Impact comes from walking the walk, not just talking the talk.

In a nutshell, companies must spend time carefully crafting a thoughtful set of DEI survey questions. In this way, they can gain invaluable insights to build a more inclusive culture. While DEI programs require ongoing effort, well-designed DEI survey questions provide a crucial starting point for understanding the company’s key opportunities and challenges.

With the essential DEI survey questions in hand, companies have a roadmap to begin on this critical journey. Though the road ahead may not always be easy, companies need empathy, courage, and commitment to learning to foster a workplace where people from all backgrounds feel respected, valued, and heard.