How many questions does the DEI Survey include?

The template contains about 25 questions covering diversity, fairness in hiring and promotion, pay equity, transparency of goals, and access to inclusive policies. That range gives a thorough read across the main DEI pillars. If you want a lighter check-in between full runs, you can select a focused subset, such as the fairness and equity items, and revisit the rest later.

What scale works best for these DEI questions?

The statements, such as the hiring process being fair and free from bias, fit a five-point agreement scale from strongly disagree to strongly agree. Keep the scale identical across all items for clean comparison. Adding an optional open comment box lets respondents share context that scores alone cannot capture, which is often valuable on sensitive equity topics.

Should we collect demographic information?

Optional demographic fields let you see whether experiences of fairness and inclusion differ across groups, which is often the most useful DEI insight. Always make these fields voluntary, explain why you are asking, and only break results down where group sizes are large enough to keep individuals unidentifiable. If in doubt, keep the survey fully anonymous and rely on overall trends.

How do we keep DEI responses anonymous and safe?

Use an anonymous survey setup with no names or tracking, and be careful with any demographic questions in small teams where combinations could identify someone. State clearly that responses cannot be traced back to individuals. Anonymity is essential here, since people are more candid about bias, equity, and inclusion when they trust their answers are confidential.

How often should a DEI survey be run?

An annual DEI survey is a common rhythm, giving initiatives time to take effect before you measure again. Some organizations run it twice a year when actively rolling out changes. Keeping the questions and scale consistent lets you track whether perceptions of fairness, equity, and inclusion are improving over time and whether reported progress matches employee experience.

DEI Survey

Workplace Culture Survey Belonging & Inclusion Survey Company Values Alignment Survey

DEI Survey

1. The organization genuinely values workforce diversity across all levels.
2. Leadership at all levels reflects the diversity of the broader workforce.
3. The hiring process in this organization is fair and free from bias.
4. I am aware of the organization's DEI goals and initiatives.
5. The organization measures and reports progress on diversity and inclusion goals transparently.
6. Promotion and advancement decisions are made fairly and based on merit, not identity.
7. Pay and rewards are distributed equitably regardless of gender, ethnicity, or background.
8. Workplace policies (flexible working, leave, accommodation) are accessible and equitable for everyone.
9. The performance review process is free from bias and applied consistently across all employees.
10. I feel included and respected as a full member of my team.
11. My ideas and contributions are valued equally to those of my colleagues.
12. I have never experienced or witnessed discrimination or microaggressions in this workplace.
13. If I experienced or witnessed discrimination, I would feel confident reporting it.
14. The organization takes swift and meaningful action when incidents of bias or discrimination are reported.
15. The organization provides meaningful DEI training and education for all employees.
16. Employee resource groups (ERGs) or community networks are accessible and well-supported.
17. Mentoring, sponsorship, or development programs are available to employees from underrepresented groups.
18. The organization's DEI efforts feel genuine and impactful rather than performative.
19. I feel safe to discuss topics related to diversity, equity, and inclusion at work.
20. Colleagues in this organization actively practise allyship and support underrepresented groups.
21. I believe every employee in this organization, regardless of background, has an equal opportunity to succeed.
22. What is one specific action the organization should take to improve diversity, equity, and inclusion?
23. Overall, I believe this organization is genuinely committed to building a diverse, equitable, and inclusive workplace.
24. Compared to 12 months ago, I feel the organization's approach to DEI has improved.
25. Is there anything else you would like to share about your experience of diversity, equity, or inclusion in this organization?

Questions25

Time to answer~7 min

Suggested scale1 to 5

Best runAnonymously

The complete guide

Everything you need to know

01What is the DEI Survey?

The DEI Survey is a ready-to-launch set of 25 questions that measures how diversity, equity, and inclusion are experienced across your organization. It goes beyond awareness to test whether the organization genuinely values workforce diversity at all levels, whether hiring and promotion feel fair and free from bias, and whether pay and rewards are distributed equitably. It also checks whether employees know your DEI goals and whether progress is reported transparently. Run it when you want a baseline on equity and inclusion, before setting DEI targets, or on a regular cadence to see whether initiatives are changing the day-to-day experience of your people.

02Why run a DEI Survey

Good intentions on diversity and inclusion are hard to measure without asking directly. This survey gives you structured, comparable evidence about where practice matches policy. Responses reveal whether people believe hiring is free from bias, whether promotion and advancement decisions feel merit-based rather than identity-based, and whether pay and rewards are seen as equitable regardless of gender, ethnicity, or background. Those signals inform decisions about hiring processes, pay reviews, policy accessibility, and how you communicate goals. By surfacing where perceptions differ across groups, the survey helps you prioritize the changes most likely to build fairness and trust.

03What this DEI Survey covers

The roughly 25 questions span the core pillars of DEI. Diversity items ask whether the organization values workforce diversity across all levels and whether leadership reflects the diversity of the broader workforce. Fairness and equity covers whether the hiring process is fair and free from bias, whether promotion decisions are based on merit rather than identity, and whether pay and rewards are distributed equitably. Transparency and awareness includes whether employees are aware of DEI goals and whether progress is measured and reported openly. Access and inclusion looks at whether policies such as flexible working, leave, and accommodation are accessible and equitable for everyone. Together they map both structural fairness and lived inclusion.

04How to use this free template

Copy or download the full set of 25 questions and load them into your preferred survey tool, such as Google Forms, Typeform, or an internal HR platform. No signup is required. Keep responses anonymous, which matters especially for DEI topics where people need to feel safe answering honestly. If you collect optional demographic fields to analyze differences across groups, keep them voluntary and only use them where sample sizes protect anonymity. Set a clear closing date and explain how results will guide action.

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DEI Survey

DEI Survey

Everything you need to know

01What is the DEI Survey?

02Why run a DEI Survey

03What this DEI Survey covers

04How to use this free template

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Frequently asked questions

How many questions does the DEI Survey include?

What scale works best for these DEI questions?

Should we collect demographic information?

How do we keep DEI responses anonymous and safe?

How often should a DEI survey be run?