One-off engagement surveys tell you how employees feel today. A diversity and inclusion survey shows whether your organization is building a workplace where everyone can succeed—or where only some people thrive. This template moves beyond annual snapshots. It measures belonging, fair treatment, psychological safety, representation, inclusive behaviors, career access, and accountability for bias across all dimensions of identity—race, gender, age, disability, LGBTQ+, and more—so DEI teams and executives can make decisions backed by real evidence, not assumptions.

Diversity & Inclusion Survey questions

The questions below are designed for a five- or seven-point agreement scale, from Strongly disagree to Strongly agree. They cover the seven core dimensions of DEI experience and are suitable for annual or bi-annual measurement. If you aim for 25–35 items, select the statements that best match your organization's priorities and maturity.

Belonging & Acceptance

Fair Treatment & Equity

Voice & Psychological Safety

Representation & Role Models

Inclusive Behaviors

Career Opportunities

Response to Bias & Accountability

Overall Recommendation

Open-Ended Questions

Decision table: diversity and inclusion survey analysis

After you collect responses, segmented analysis by demographic group is essential. The table below shows typical score thresholds and actions to take when results fall below target levels. Scores are based on a five-point scale: 1 = Strongly disagree, 5 = Strongly agree.

Key takeaways

Definition & scope

This diversity and inclusion survey measures employees' lived experience of equity and belonging across seven dimensions—acceptance, fair treatment, voice, representation, inclusive behaviors, career access, and response to bias. It is designed for all employees and serves as a diagnostic tool for DEI teams, HR leaders, and executive sponsors. Results support decisions about training priorities, policy changes, manager coaching, mentorship programs, and resource allocation to close equity gaps and improve retention across underrepresented groups.

Scoring & thresholds

Use a five-point Likert scale for all closed questions: 1 = Strongly disagree, 2 = Disagree, 3 = Neutral, 4 = Agree, 5 = Strongly agree. Calculate average scores for each dimension and for each demographic group. A score below 3.0 indicates urgent concern; 3.0–3.9 signals a need for targeted improvement; 4.0 or higher reflects relative strength. The overall NPS-style question uses a 0–10 scale, where 0–6 are detractors, 7–8 are passive, and 9–10 are promoters. Subtract the percentage of detractors from promoters to get your Inclusion Net Promoter Score.

When scores differ by more than 0.5 points between demographic groups on the same dimension, investigate root causes immediately. For example, if women rate Voice & Safety at 3.2 while men rate it at 4.1, that gap warrants a listening session with women to understand barriers. If open-text comments mention specific incidents or names, route those to Employee Relations within 24 hours for confidential follow-up.

Once scores are calculated, map them to actions. If Belonging scores for LGBTQ+ employees average 2.8, schedule listening sessions within 30 days, review team norms, and assign an executive sponsor. If Career Opportunities scores show a 0.6 gap between racial groups, audit project assignments and promotion decisions within 60 days. Document every action, owner, and deadline in a shared tracker visible to senior leaders and the DEI council.

Follow-up & responsibilities

Assign clear ownership for each dimension and gap. The DEI Lead coordinates overall survey administration and reporting. HR Business Partners own actions in their respective divisions. People Analytics produces segmented dashboards and identifies statistically significant differences. Employee Relations handles bias reports and ensures safe escalation. Talent teams review promotion and assignment equity. Learning & Development delivers targeted training based on gap areas.

React to critical signals fast. If any group scores below 3.0 on Response to Bias, the DEI Lead and Employee Relations must meet within 48 hours to assess reporting-channel effectiveness and recent case handling. If Fair Treatment scores show a >0.7 gap between groups, Compensation and People Analytics audit recent decisions within two weeks. Communicate findings and next steps to affected groups within 30 days of survey close to maintain trust.

For each action, define success criteria. If you launch bystander intervention training to improve Inclusive Behaviors, measure participation rates and resurvey that dimension in six months. If you pilot mentorship circles to address Representation gaps, track enrollment, completion, and changes in career satisfaction. Publish progress updates quarterly so employees see that their feedback drives real change, not just another report.

Fairness & bias checks

Demographic data collection must be voluntary, confidential, and comply with local privacy laws. In Germany and Austria, obtaining explicit consent and limiting data processing to anonymized aggregates is essential under GDPR. Ensure minimum group sizes of at least 10 respondents before reporting scores to protect anonymity. If a demographic segment is too small, combine it with a related category or report only directional trends without numeric scores.

When analyzing results, look for patterns across intersecting identities. A woman of color may experience inclusion differently than a white woman or a man of color. Use heatmaps or cross-tabulations to identify groups facing compounded disadvantage. For example, if women rate Fair Treatment at 3.6 overall but women of color rate it at 2.9, that intersection requires focused listening and action.

Mitigate interpretation bias by including diverse voices in the analysis process. Form a cross-functional review team with representatives from underrepresented groups, managers, HR, and senior leaders. Discuss findings together before finalizing action plans. This collaborative approach surfaces blind spots and ensures recommendations reflect real employee experience, not assumptions or wishful thinking.

Examples & use cases

Example 1: Low Belonging scores for remote LGBTQ+ employees. A technology company ran its first diversity and inclusion survey and found that LGBTQ+ employees in remote roles rated Belonging 1.2 points lower than their in-office peers. Open-text comments revealed isolation and lack of visibility into affinity groups. The DEI Lead and Employee Resource Group co-leads launched virtual coffee chats, a Slack channel for LGBTQ+ remote staff, and quarterly all-hands recognition of Pride milestones. Six months later, Belonging scores for this group rose to 3.9, and voluntary turnover dropped by 18%.

Example 2: Fair Treatment gap in promotion decisions. A manufacturing firm discovered a 0.8-point gap in Fair Treatment scores between white and Black production supervisors. People Analytics audited the prior year's promotions and found that Black supervisors received stretch assignments at half the rate of white peers, despite similar performance ratings. The Talent team introduced transparent assignment criteria, required managers to justify selection decisions in writing, and tracked assignment diversity monthly. Within one year, the gap narrowed to 0.3 points, and internal promotion rates for Black supervisors increased by 35%.

Example 3: Voice & Safety concerns among women in engineering. A software company saw women engineers rate Voice & Safety 1.1 points lower than men. Listening sessions revealed that women were frequently interrupted in design reviews and their ideas were credited to male colleagues. Engineering leadership introduced meeting norms—timeboxed speaking turns, mandatory acknowledgment of idea originators, and manager observation of interruption patterns. They also trained all engineering managers on inclusive facilitation. Follow-up pulse surveys three months later showed Voice scores for women improved by 0.9 points, and women's participation in code reviews increased by 22%.

Implementation & updates

Start with a pilot in one business unit or region to test question clarity, survey length, and communication strategy. Invite 100–200 employees to complete the survey and provide feedback on the experience. Adjust wording, add or remove questions, and refine demographic categories based on pilot input. Once the template is validated, roll it out organization-wide.

Communicate the survey purpose clearly. Explain that responses are confidential, results will be shared in aggregate only, and specific actions will follow. Send invitations via multiple channels—email, Slack, Teams, SMS for frontline workers—to maximize reach. Keep the survey open for two weeks and send one reminder at the midpoint. Aim for a response rate above 65%; lower rates may reflect mistrust or survey fatigue.

After analysis, share results transparently. Publish aggregate scores, highlight strengths, and acknowledge gaps honestly. Describe the top three actions leadership will take, who owns them, and when employees can expect updates. Host town halls or Q&A sessions where employees can ask questions and offer additional input. Transparency builds trust and signals that this survey is not a checkbox exercise.

Track five key metrics over time: overall Inclusion NPS, average scores for each of the seven dimensions, demographic gaps on each dimension, action completion rate, and voluntary turnover by demographic group. Review these metrics quarterly with senior leaders and the DEI council. Adjust priorities based on which gaps persist or widen. Resurvey annually or bi-annually to measure progress and identify emerging issues.

Refine your questions each cycle based on what you learned. If open-text feedback consistently mentions childcare challenges, add a question about work-life support. If certain demographic categories are too broad, split them for more granular analysis. Use a version-controlled template so you can compare trends over time while accommodating necessary changes. A survey that stays static for years loses relevance as your organization and workforce evolve.

Conclusion

A well-designed diversity and inclusion survey transforms abstract DEI commitments into measurable, actionable data. By assessing belonging, fair treatment, voice, representation, inclusive behaviors, career access, and accountability across all identity dimensions, you gain a clear view of where inclusion efforts succeed and where they fail. This clarity enables DEI teams and executives to allocate resources strategically, address the largest gaps first, and track progress with the same rigor applied to financial or operational metrics.

Three insights stand out from organizations that use this approach successfully. First, segmented analysis by demographic group reveals disparities that aggregate scores hide—equity gaps become visible and undeniable. Second, fast follow-up with clear ownership and deadlines turns survey findings into real change, building trust and participation for future cycles. Third, transparent communication about results and actions signals that employee voices matter, which drives higher engagement and retention across all groups.

To start, download or adapt the question bank above, select 25–35 items that match your organization's maturity and priorities, and pilot the survey in one unit. Analyze results by demographic segment, identify the three largest gaps, and assign owners with 30-, 60-, or 90-day action plans. Communicate findings and progress publicly, resurvey within 6–12 months, and refine your template based on what you learn. This cycle—measure, act, communicate, repeat—turns diversity and inclusion from aspiration into operational reality.

FAQ

How often should we run a diversity and inclusion survey?

Most organizations run a comprehensive DEI survey annually or bi-annually. Annual cycles allow enough time to implement changes and measure impact before resurveying. If your organization is undergoing rapid change—such as a merger, leadership transition, or major DEI initiative—consider adding short pulse surveys every six months focused on specific dimensions like Voice or Fair Treatment. More frequent full surveys risk survey fatigue and dilute participation rates, so balance depth with timing.

What do we do if scores are very low across all dimensions?

Low scores indicate systemic issues that require executive sponsorship and a multi-year strategy. Start by convening a cross-functional task force with senior leaders, HR, DEI specialists, and employee representatives. Prioritize the three dimensions with the lowest scores and assign each an executive owner. Launch listening sessions to understand root causes, then develop visible, time-bound actions such as policy changes, manager training, or resource allocation. Communicate progress every quarter to rebuild trust. Avoid launching new initiatives in isolation—integrate DEI actions into existing performance, talent, and leadership development processes to ensure sustainability.

How do we handle critical open-text feedback that names individuals?

Route any comment that describes harassment, discrimination, or policy violations to Employee Relations within 24 hours. Ensure your survey platform allows confidential escalation while preserving anonymity. Do not share identifying details with line managers or teams. Employee Relations should follow established investigation protocols, document actions taken, and report outcomes (in anonymized form) to the DEI council. If employees see that bias reports lead to real accountability, trust in the survey and reporting channels increases. If reports are ignored, participation and honesty will collapse.

How do we protect anonymity with small demographic groups?

Set a minimum threshold of 10 respondents before reporting scores for any demographic segment. If a group is smaller, combine it with a related category—for example, merge "Non-binary" with "LGBTQ+ overall"—or report only directional trends without numeric scores. In dashboard tools, suppress cells with fewer than 10 responses automatically. Communicate this threshold policy upfront so employees understand why some breakdowns are not shown. For qualitative feedback, remove identifying details such as department names or specific projects before sharing themes with leaders.

How do we update the survey as our organization changes?

Review and refine your survey template every 12–18 months. After each cycle, analyze open-text comments and feedback on survey length and clarity. If employees consistently mention topics not covered—such as caregiving support, neurodiversity, or remote inclusion—add or adapt questions. If certain items show no variance or limited relevance, remove them to keep the survey focused. Use a version-controlled template so you can compare core dimensions over time while accommodating necessary changes. Engage employee resource groups and the DEI council in template reviews to ensure questions reflect diverse experiences and emerging priorities.