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Belonging & Inclusion Survey

Find out whether people feel safe, accepted and able to be themselves at work.

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Belonging & Inclusion Survey

Belonging & Inclusion Survey

1. I feel a genuine sense of belonging in this organization.

2. I feel accepted as a full member of the teams I work with.

3. I feel connected to my colleagues beyond just the tasks we share.

4. I feel that people in this organization genuinely care about my wellbeing.

5. I would describe this workplace as somewhere I truly feel I belong.

6. I feel safe to speak up, share ideas, and raise concerns in this organization.

7. I can make mistakes at work without fear of excessive blame or punishment.

8. I feel comfortable disagreeing with colleagues or managers in a respectful way.

9. I feel my unique skills and perspective are genuinely valued here.

10. I can be my authentic self at work without feeling the need to hide any part of my identity.

11. I do not feel pressure to conform to a narrow cultural norm or "type" to fit in here.

12. My cultural background and personal identity are respected by colleagues and managers.

13. The organization's cultural events, communications, and norms reflect and celebrate a range of backgrounds and identities.

14. Employees in this organization are encouraged to share and celebrate their different perspectives and backgrounds.

15. I am treated fairly and equitably compared to my colleagues in similar roles.

16. Opportunities for high-profile projects and visibility are distributed fairly across the team.

17. I have never been overlooked or disadvantaged due to characteristics unrelated to my performance.

18. What specific changes would most increase your sense of belonging and inclusion here?

19. Overall, I feel this organization values me as an individual, not just as an employee.

20. My sense of belonging in this organization has strengthened over the past year.

21. Is there anything else you would like us to know about your experience of belonging and inclusion here?

How to run this survey

  • Copy the questions into your survey tool
  • Send it to the team with a clear deadline
  • Act on the lowest scores and close the loop

Works with Google Forms, Microsoft Forms, Typeform or any survey tool.

Questions
21
Time to answer
~6 min
Suggested scale
1 to 5
Best run
Anonymously

The guide

Everything you need to know about the belonging & inclusion survey

What is the Belonging & Inclusion Survey?

The Belonging & Inclusion Survey is a ready-to-launch set of 21 questions that measures how connected and accepted people feel at work. It focuses on the emotional side of inclusion: whether employees feel a genuine sense of belonging, feel accepted as full members of their teams, and feel that colleagues care about their wellbeing. It also captures psychological safety, including whether people feel safe to speak up, can make mistakes without excessive blame, and can disagree respectfully. Run it when you want to understand whether your inclusion efforts translate into people actually feeling they belong, not just being present in the room.

Why run a Belonging & Inclusion Survey

People can be part of a diverse team yet still feel they do not truly belong. This survey measures that difference directly, giving you evidence about connection, acceptance, and psychological safety. Responses show whether employees feel connected to colleagues beyond shared tasks, whether they believe people genuinely care about their wellbeing, and whether they feel safe raising concerns or disagreeing. Those signals inform decisions about team practices, manager behavior, and the everyday conditions that make inclusion real. Because belonging is closely linked to engagement and retention, tracking it helps you act early where people feel on the margins.

What this Belonging & Inclusion Survey covers

The roughly 21 questions cover two connected themes. Belonging and connection includes items on feeling a genuine sense of belonging, being accepted as a full member of the teams you work with, feeling connected to colleagues beyond the tasks you share, and believing people genuinely care about your wellbeing, along with an overall sense of the workplace as somewhere you truly belong. Psychological safety covers whether people feel safe to speak up, share ideas, and raise concerns, whether they can make mistakes without fear of excessive blame or punishment, and whether they feel comfortable disagreeing with colleagues or managers respectfully. Together these give a clear read on inclusion as it is actually felt.

How to use this free template

Copy or download the full set of 21 questions and add them to a survey tool you already use, such as Google Forms, Typeform, or your internal HR platform. No signup is required. Keep responses anonymous, since belonging and psychological safety questions depend on people feeling safe to answer honestly. Share the link with a clear closing date, and reassure respondents that individual answers cannot be identified. When results arrive, review the belonging and safety themes separately so you can see which needs the most attention.

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FAQ

Questions about the belonging & inclusion survey

The template includes about 21 questions split across belonging and connection, and psychological safety. That length keeps the survey focused and quick to complete while still covering both how accepted people feel and how safe they feel to speak up. You can trim it to a shorter set for a pulse check if you want to track belonging more frequently.

Inclusion is about whether people are invited in and treated fairly, while belonging is about whether they actually feel accepted and connected once they are there. This survey measures the felt experience: items like feeling a genuine sense of belonging and feeling connected to colleagues beyond shared tasks capture that emotional reality, alongside psychological safety questions about speaking up.

A five-point agreement scale suits these statements, for example rating how strongly someone agrees that they feel safe to speak up and raise concerns. Keep the scale consistent across all 21 items. An optional comment field at the end gives people space to explain what helps or harms their sense of belonging, which adds useful context to the scores.

Belonging and psychological safety are personal and sometimes uncomfortable topics. If people worry their answers can be identified, they tend to give safer, less honest responses, which hides the very issues you want to find. An anonymous setup with no names or tracking, and caution in small teams, gives you a more truthful picture of how included people really feel.

Many teams run a full belonging survey once or twice a year and use shorter pulse checks in between, especially after reorganizations or team changes that can affect connection. Keeping the questions and scale consistent lets you see whether belonging and psychological safety are trending up or down and whether specific teams need more support.

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