Template Questions
All 10 DEI Survey Questions
Ten questions covering the complete diversity, equity and inclusion experience. Question 2 (psychological safety) is the single most predictive of whether underrepresented employees can bring their full selves to work. Question 5 (equal access to opportunity) is the equity dimension — the difference between diversity as presence and equity as fairness. Question 9 (comfort reporting discrimination) is the accountability question: organisations where this scores below 3 have a culture problem, not a policy problem.
01I feel a genuine sense of belonging at this organisation.Scale 1–5
02I feel safe to speak up, disagree, or be myself at work without fear of consequences.Scale 1–5
03My manager actively creates an inclusive environment for everyone on the team.Scale 1–5
04Senior leaders in this organisation visibly and authentically champion diversity and inclusion.Scale 1–5
05Opportunities for growth and advancement are available equally to everyone here, regardless of their background.Scale 1–5
06I see people like me represented in leadership roles at this organisation.Scale 1–5
07This organisation's DEI programmes and initiatives feel genuine, not performative.Scale 1–5
08My colleagues actively support and act as allies to people from all backgrounds.Scale 1–5
09I would feel comfortable reporting discrimination or exclusionary behaviour if I experienced or witnessed it.Yes / No
10What is the most important thing this organisation could do to improve diversity, equity, and inclusion?Open Text
What This Survey Measures
The 4 Pillars of Workplace Inclusion
Inclusion is not the same as diversity. An organisation can hire diverse people into an environment where they feel unsafe to speak, excluded from opportunities, and underrepresented in leadership — and score zero on inclusion despite appearing diverse on paper. This survey measures the four dimensions that determine whether diverse employees can actually thrive, not just exist, in your organisation.
Belonging
The emotional experience of being genuinely welcome — not just tolerated. The foundation everything else rests on. Questions 1 and 8.
Psychological Safety
The belief that speaking up, being different, or making mistakes won't lead to punishment. The most critical enabler. Questions 2 and 9.
Equity of Opportunity
Whether growth, promotion, and high-visibility work are accessible to everyone equally — the difference between diverse hiring and equitable advancement. Questions 5 and 6.
Inclusive Leadership
Whether managers and senior leaders visibly model and create inclusion — the behaviour dimension that makes policy into reality. Questions 3, 4, and 7.
How It Works
From Survey to Genuine Progress in 3 Steps
1
Use This Template
All 10 questions pre-loaded. Emphasise anonymity clearly before sharing — it directly affects response honesty.
2
Collect at department level
Results aggregated across the whole organisation hide team-level gaps. Review by department where sample size allows.
3
Commit before you publish
Publish specific actions from the data before announcing results. "We surveyed but can't share what we'll do" erodes trust faster than not surveying.
Sample Results
Your DEI Dashboard
After 84 employees responded across a 200-person tech company, the representation gap against belonging revealed that diverse employees were present but not advancing — prompting a structured sponsorship programme the following quarter:
Diversity & Inclusion Survey · 84 responsesAnnual 2026
—
Belonging score
—
Psych. safety
—
Comfortable reporting
Sense of belonging3.8 / 5
Psychological safety3.4 / 5
Inclusive leadership3.6 / 5
Equal opportunity access3.1 / 5
Representation in leadership2.7 / 5
DEI programme perceived genuine3.2 / 5
FAQ
Frequently Asked Questions
Is this diversity and inclusion survey template free?
Yes. Free forever with no signup from you or your employees. Up to 100 responses free. Pro ($19/month) allows 10,000 responses and response timeline analytics to track DEI improvements.
What questions should a DEI survey include?
Cover: belonging, psychological safety, inclusive manager behaviour, senior leadership allyship, equal opportunity access, representation in leadership, DEI programme authenticity, colleague allyship, comfort reporting discrimination, and open feedback. This template covers all ten dimensions.
Should a DEI survey be anonymous?
Yes — anonymity is absolutely essential. Employees from marginalised groups face the highest risk of retaliation if identifiable, and are most likely to self-censor on exactly the questions that matter most. Results should only be reviewed at aggregate team level, never individual.
What is psychological safety and why is it in a DEI survey?
Psychological safety is the belief that you can speak up, disagree, or make mistakes without fear of punishment. Employees from underrepresented groups consistently score this lower than majority counterparts in the same organisations. Measuring it reveals which teams and leadership styles are creating safety gaps that undermine inclusion.
How do I use DEI survey data without causing harm?
Share results at aggregate level only — never individual. For teams under 5 respondents, roll up to department level. Commit publicly to specific actions before announcing results. "We surveyed but can't say what we'll do" erodes trust faster than not surveying at all.
What is the difference between diversity, equity, and inclusion?
Diversity = who is present. Equity = fairness of access to opportunities. Inclusion = whether diverse employees feel welcome and able to contribute fully. You can have diversity without inclusion. This survey primarily measures inclusion and equity — the dimensions that determine whether diverse hires actually thrive.
How often should I run a DEI survey?
Annually for a comprehensive baseline. A shorter pulse check 6 months after launching DEI initiatives measures early indicators of change. Annual comprehensive surveys with quarterly pulses on belonging and psychological safety is the recommended cadence for active DEI programmes.
Can I use this DEI survey for compliance reporting?
Yes. The survey dimensions align with UK Gender Pay Gap reporting, US EEOC requirements, and ESG reporting standards for social metrics. The data provides quantitative employee experience evidence required by these frameworks. Consult your legal and HR team for specific regulatory requirements.
Build a workplace where everyone belongs
10 questions. Fully anonymous. Results aggregated — never individual.
Use This Template — FreeNo signup required · Free up to 100 responses · Pro from $19/month