Despite a more recent focus on multiculturalism and diversity, and inclusion, nurturing diversity and inclusion in the workplace can still be a challenge.

As Harvard Business Review states in their article Diversity Doesn’t Stick Without Inclusion:

“It’s easy to measure diversity: It’s a simple matter of headcount. But quantifying feelings of inclusion can be dicey. Understanding that narrative along with the numbers is what really draws the picture for companies.”

Especially concerning delicate topics, such as diversity and inclusion, it’s important to be able to develop a safe, trusting environment for your employees in which they feel free to give honest, anonymous responses. So, what can you ask them to make them feel safe, included, and heard?

The following questions are a handful of our recommendations spanning across various DEI fields, including demographic-based questions. For a full list of questions, our DEI Survey Template, and recommended messages to build into your DEI survey, please contact your Customer Success Manager.


Diversity is the presence of “difference” within a given setting. Differences can arise in our appearances, thoughts, likes and dislikes, and identities. Diversity among identities may relate to gender, race, ethnicity, religion, nationality, or sexual orientation, just to name a few.

  • This organization values diversity

  • This organization invests time and energy into building diverse teams

  • This organization represents a diverse group of people (e.g. race, gender identity, age, disability, sexual orientation, education, religion, etc.)


Inclusion is the act of creating environments in which people feel like they can bring their authentic selves to work. It means everyone feels valued, respected, and appreciated for their unique identities, even when they are different from others.

  • I feel my unique background and identity (i.e. my differences) are valued at this organization

  • I feel a sense of belonging at this organization

  • I feel respected by my colleagues

  • I feel comfortable sharing all parts of my identity with my colleagues


Equality means sameness. Equity means fairness. Equity is an approach that ensures everyone is supported in their personal and professional development. Unlike equality, equity does not aim to treat all individuals in the exact same way. Instead, equity recognizes that advantages and barriers exist, and that as a result, different people have different needs.

  • People from all backgrounds and with a range of identities have equitable opportunities to advance their careers at this organization

  • I feel supported in my career growth at this organization

  • I believe that my total compensation is fair relative to other employees in similar roles at this organization

Open-Ended Feedback

  • What is ORGANIZATION doing well in terms of building a diverse, equitable, and inclusive organization? Please write your thoughts in the text box below.

  • What can ORGANIZATION do better in order to build a more diverse, equitable, and inclusive organization? Please write your thoughts in the text box below.

Harassment & Discrimination Experiences

  • Have you experienced any unwelcome comment(s) or conduct at ORGANIZATION that you felt was offensive, embarrassing, or hurtful (e.g. inappropriate jokes, slurs, rumours, hurtful gossip, isolating behaviours)?


-Yes, and I reported it

-Yes, but I did not report it

-Prefer not to say

  • Have you experienced any discrimination (i.e. unfair, negative, or adverse treatment) at ORGANIZATION based on one or more aspects of your background or identity (e.g. gender, age, ethnicity, sexual orientation, etc.)?


-Yes, and I reported it

-Yes, but I did not report it

-Prefer not to say

Demographic Questions

  • What racial/ethnic groups do you belong to? Select all that apply.

  • How do you describe your gender identity? Select all that apply.

  • How do you like to describe your sexual identity or sexual orientation? Select all that apply.  

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