When people from different backgrounds feel valued, heard, and respected – great things happen.
But unfortunately biases in the workplace can hide in plain sight, and employees often hesitate to share their true experiences for fear of being judged or ignored.
That’s where anonymous feedback and surveys come in.
By offering a safe, judgment-free way to share honest feedback, anonymous surveys help everyone to speak up and uncover barriers to diversity, equity and inclusion (DE&I).
Talking about DE&I isn’t always easy.
In fact, it can often feel uncomfortable.
That’s because these conversations touch on deeply personal experiences – things like bias, privilege, fairness, and belonging.
For many employees, sharing their true thoughts on DE&I can sometimes feel risky.
Will speaking up lead to backlash?
Will they be seen as “too sensitive” or ignored altogether?
The fear of judgment is real, especially in workplaces where inclusivity isn’t fully embedded in the culture.
On the flip side, many leaders may shy away from these conversations too.
Not because they don’t care, but because they’re afraid of saying the wrong thing or opening a can of worms they’re unsure how to handle.
And then there’s the big question no one likes to ask – What if we’re not as inclusive as we think we are?
Just because you don’t ask, doesn’t mean people aren’t voicing how they feel – but they’ll likely be voicing it in different ways and sometimes even voting with their feet. 
These barriers – fear, uncertainty, and discomfort – can lead to a culture of silence, where people feel too uncomfortable to speak up, and that’s a big problem.
Because without honest feedback, it’s impossible to truly understand where your workplace stands on DE&I, let alone improve it.
This is where anonymous feedback and surveys become critically important.
By creating a secure and judgment-free way for employees to share their thoughts, anonymous surveys bypass the fear and discomfort that often come with face-to-face conversations.
Honesty is hard, but anonymity makes it a little easier. And that’s a game-changer for DE&I.
Anonymity is a powerful tool for honesty.
When employees know their feedback won’t be traced back to them, they feel safer sharing their true experiences – there’s no sugar-coating.
For diversity, equity and inclusion to succeed, this honesty is crucial.
Without it, employees may stay silent about their experiences with bias, discrimination, or micro-aggressions, leaving these issues unresolved and potentially left to worsen.
By encouraging honesty, anonymous surveys help organisations uncover the real stories behind their workplace culture.
And when you know what’s really happening, you can take meaningful action to improve.
Everyone’s lived experiences are different.
That’s why when it comes to DE&I, listening – with the intention to understand and act – is the most important step.
Anonymous employee feedback can help your organisation make positive changes in many DE&I areas:
Anonymous surveys can reveal whether employees feel a sense of belonging, if they see diversity reflected in leadership, or if subtle biases are impacting their day-to-day environment.
Anonymous feedback can also address whether employees believe opportunities are truly equal or if certain groups face barriers when it comes to recruitment and growth opportunities.
These perceptions are vital for understanding – and addressing – inequities.
Surveys and anonymous messenger channels can also bring to light more serious experiences of harassment or discrimination, giving organisations a clearer picture of challenges they need to address quickly.
Anonymous employee feedback can shine a light on gaps in understanding that may be holding your DE&I efforts back.
For example, employees might share that they’ve witnessed or experienced micro-aggressions, but colleagues or leaders weren’t aware of their impact. This feedback shows a need for education on unconscious bias and respectful workplace behaviour.
To make the most of anonymous surveys for DE&I, keep these guidelines in mind:
Topics like employees’ sense of belonging, experiences with inclusivity, and perceptions of fairness in the workplace.
These might seem uncomfortable to talk about, but it’s necessary for measuring the diversity, inclusivity and safety of a workplace.
Always avoid jargon. Make your survey easy to understand, inclusive and accessible for everyone.
Share survey findings with employees and explain what actions the organisation will take based on the results and what policies will change.
Acting on feedback is the number one way to show employees their voices matter, and your organisation cares.
Always emphasise that surveys are a tool for positive change, not for pointing fingers or placing blame.
In 2024, we were super proud that one of Stribe’s customers was recognised for their dedication to inclusion – J’adore Models – awarded ‘Best for Inclusion – SME’ at the Greater Manchester Good Employment Awards held by the GMCEC.
By using Stribe’s platform and surveys, J’adore were able to capture their teams honest feelings and experiences and make positive changes for their people.
If you want to build a workplace where everyone feels seen, heard, and valued, you need to listen first.
If you’re a HR professional or business leader, we urge you to consider how anonymous surveys could help your organisation create belonging, fairness, and respect.
The insights you gain could be the key to making your workplace a place where everyone feels valued.
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Starting out her early career as a journalist, Jade Madeley is an accomplished content writer with 8+ years’ experience across business, personal finance, SaaS, human resources and employee engagement. Working with Stribe, she crafts insightful content that brings complex HR topics to life and drives meaningful action.
