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Diversity & Inclusion Survey Template
46 diversity and inclusion survey questions on belonging, fairness, managers and voice, plus optional demographics, privacy rules and a gap sheet.
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What you get
- 32 agree/disagree statements across belonging, fair treatment, manager behavior, voice and accessibility
- 5 open-ended questions and 8 optional demographic questions, each with a 'prefer not to say' option
- Anonymity rules: minimum reporting group size, data handling and what to tell employees up front
- A scoring method and a gap-analysis sheet to compare groups without exposing individuals
- US, UK and India legal notes on collecting demographic data, including UK GDPR special category data
Template preview
A preview of the structure. Download the PDF or CSV for the complete, ready-to-use version.
Invitation text (send with the survey link)
Subject: Tell us how fair and inclusive work feels here (10 minutes, anonymous) We're running a short survey on belonging, fair treatment and whether people feel able to speak up. It takes about 10 minutes and closes on [Date]. Your answers are anonymous. The survey runs on [Tool], and nobody at [Company], including HR and your manager, can see individual responses. We only report results for groups of [5] or more people, and demographic results only for groups of [10] or more. The questions about you (such as gender, ethnicity or disability) are optional and every one has a 'prefer not to say' answer. We ask them only to check whether some groups have a different experience from others. They are never used for decisions about any individual. We'll share the results and what we plan to do about them by [Date]. Questions: [HR contact].
Part 1: Agreement statements
Scale for every statement: 1 Strongly disagree, 2 Disagree, 3 Neither agree nor disagree, 4 Agree, 5 Strongly agree, plus N/A. Keep the wording identical between survey rounds so results can be compared.
Belonging
| # | Statement | Score (1–5 / N/A) |
|---|---|---|
| 1 | I feel like I belong at [Company]. | |
| 2 | I can be myself at work without worrying how I will be judged. | |
| 3 | People on my team treat me with respect. | |
| 4 | I have at least one person at work I can go to for honest advice. |
Fair treatment and opportunity
| # | Statement | Score (1–5 / N/A) |
|---|---|---|
| 7 | Promotions here go to the people who most deserve them. | |
| 8 | I understand what I need to do to be promoted. | |
| 9 | I believe I am paid fairly compared with others doing similar work. | |
| 10 | Stretch assignments and high-visibility work are shared fairly on my team. |
My manager
| # | Statement | Score (1–5 / N/A) |
|---|---|---|
| 15 | My manager treats everyone on the team fairly. | |
| 16 | My manager gives me feedback that helps me grow. | |
| 17 | My manager would take it seriously if I raised a concern about unfair treatment. | |
| 18 | My manager makes sure everyone gets heard in meetings. |
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How to use this template
- 1
Decide what you will act on
Pick the 2–3 decisions the results will inform (for example promotion process, manager training, accessibility budget) before launch. Drop questions that do not feed one of them.
- 2
Set up anonymity before anything else
Run the survey in a tool that hides individual responses from HR and managers, set a minimum group size of 5 (10 for demographic cuts), and tell employees exactly who sees what.
- 3
Keep demographics optional and separate
Every demographic question needs a 'prefer not to say' answer. Explain why each is asked. Do not require them to submit the survey.
- 4
Score favorability and compare groups
Report the percentage who agree or strongly agree for each statement, then compare groups using the gap sheet. Gaps of 10 points or more are worth investigating.
- 5
Share results and actions within 6 weeks
Publish company-level results, the 2–3 focus areas and named owners. Re-run the core statements in 6–12 months to see whether the gaps closed.
Frequently asked questions
What questions should a diversity and inclusion survey ask?
Ask about experience, not just identity: belonging, whether promotions and pay feel fair, manager behavior, whether people can speak up and trust the reporting process, and access to accommodations and flexibility. Add optional demographic questions at the end so you can see whether different groups report different experiences.
Should a DEI survey be anonymous?
Yes. Run it through a tool that hides individual answers from HR and managers, and only report groups of at least 5 people (10 for demographic or comment cuts). Without real anonymity, the employees with the worst experiences are the least likely to answer honestly.
Is it legal to ask employees about race, gender or disability?
In the US, voluntary self-identification is lawful and is used for EEO-1 reporting, provided answers are optional and never used for employment decisions. In the UK and EU, these are special category data, so you need a lawful condition such as equality monitoring, a privacy notice and usually a DPIA. Always include 'prefer not to say'.
How many questions should the survey have?
Aim for 10–15 minutes: about 25–35 rating statements, 3–5 open questions and a short optional demographic section. This template has 46 items in total; drop statements that do not connect to a decision you are prepared to make.
How do you analyze diversity survey results?
Calculate favorability (percent agree or strongly agree) for each statement, then compare each group with the company average. Gaps of 10 points or more on the same statement point to where experience differs. Suppress small groups, and look at level, tenure and location as well as demographics.
How often should we run a diversity and inclusion survey?
Once a year for the full survey is typical, with 5–8 core statements added to quarterly pulse surveys. Keep the wording identical between rounds so trends are real, and share results and actions within about six weeks of closing each round.