Diversity and inclusion survey questions to support DE&I in the workplace

Diversity and inclusion statistics – the UK workforce

How important is workplace diversity and inclusion to employees in the UK? YouGov research explored this question and here’s what in findings showed:

• 66% of British workers consider the acceptance and inclusion of employees from all backgrounds important when considering job opportunities.
• That number is higher when looking at young people and women – with 78% of employees aged 18 to 24, and 74% of women placing importance on workplace DE&I.
• Only 2 in 5 Britons say their current workplace values workplace diversity and inclusion.

The positive impact of diversity and inclusion on business performance

Prioritising DE&I in the workplace isn’t just the right thing to do – it’s also proven to be better for business.

Diverse companies earn 2.5 times higher cash flow per employee, and inclusive teams are more productive by over 35% (Research and Markets, 2022).

How do employees think organisations can promote more diversity, equity and inclusion in the workplace?

British workers (63%) say encouraging regular feedback is the best way for organisations to promote diversity and inclusivity within the workplace.

ACAS template for monitoring diversity and inclusion data

When conducting DE&I surveys, it can be useful to collect demographic data (including protected characteristics) about your employees so you can determine how different groups experience inclusion within your workplace.

These can include characteristics such as disabilities, sex and gender identity, ethnicity, religious beliefs and so on.

Note – it is very important to collect this information sensitively, compassionately and anonymously – to maintain trust, and avoid bias or discrimination.

When asking employees for this information, it must always be optional and voluntary – nobody should ever be forced to provide this information if they are not comfortable.

Always explain why you are asking for this information, how it will be used, and who it will be shared with.

ACAS has a helpful question template for monitoring diversity and inclusion, including important do’s and don’ts.

The importance of diversity and inclusion surveys in the workplace

By running DE&I surveys you will help your organisation to:

• Uncover situations where employees feel excluded or undervalued
• Identify barriers preventing people from thriving
• Highlight gaps in inclusion efforts that need attention
• Gather feedback on workplace policies and practices from underrepresented groups
• Track progress toward creating a more diverse and inclusive culture
• Tailor benefits and support to meet the needs of different demographics
• Understand how different groups experience leadership and management
• Find out how accessible career growth opportunities are for all employees
• Pinpoint areas where unconscious bias might be impacting decisions
• Build a clearer picture of what inclusion looks like for your employees

Diversity and inclusion survey questions to ask your employees

Diversity is multidimensional – so depending on your workplace, you may need to focus on more specific areas when creating your diversity surveys – for example fair recruitment practices, sense of belonging, or attitudes around representation in leadership.

As a starting point, these are our top diversity and inclusion questions to ask.

• I feel comfortable being myself at work.
  Answer type: 1 – 10 (Strongly Disagree – Strongly Agree)
  Follow-up question: Please share more about why you feel that way?

• There are leaders and decision-makers at [organisation name] that I can relate to.
  Answer type: 1 – 10 (Strongly Disagree – Strongly Agree)
  Follow-up question: What could we do to improve diversity and inclusion in our organisation?

• I trust [organisation name] to be fair to all employees.
  Answer type: 1 – 10 (Strongly Disagree – Strongly Agree)
  Follow-up question: What additional feedback do you have on our organisation’s diversity and inclusion?

• I trust [organisation name] to handle situations of workplace prejudice, discrimination and harassment appropriately and fairly.
  Answer type: 1 – 10 (Strongly Disagree – Strongly Agree)
  Follow-up question: Please share detail and/or examples to help us understand your score?

• I feel comfortable discussing my background, beliefs, and cultural experiences at work.
  Answer type: 1 – 10 (Strongly Disagree – Strongly Agree)
  Follow-up question: Please share examples to help us understand your score?

• I believe people at work are respectful to one another.
  Answer type: 1 – 10 (Strongly Disagree – Strongly Agree)
  Follow-up question: Why did you score this way?

• [Organisation name] provides an environment for the safe, and open expression of ideas, opinions, and beliefs.
  Answer type: 1 – 10 (Strongly Disagree – Strongly Agree)
  Follow-up question: What contributed to your score?

• I believe everyone has access to equal employment opportunities regardless of their differences.
  Answer type: 1 – 10 (Strongly Disagree – Strongly Agree)
  Follow-up question: Please share why you scored this way?

• I have a sense of belonging working at [organisation name].
  Answer type: 1 – 10 (Strongly Disagree – Strongly Agree)
  Follow-up question: Please share detail and/or examples to help us understand your score.

• I believe that supporting diversity, equity and inclusion is a priority for [organisation name].
  Answer type: 1 – 10 (Strongly Disagree – Strongly Agree)
  Follow-up question: Please share detail and/or examples to help us understand your score.

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