Allyship Self-Assessment Survey

An anonymous self-assessment survey helping employees reflect on their allyship behaviors — including active learning, listening, amplifying marginalized voices, and accepting feedback — for use within DEI and ERG programming.

Active Learning and Awareness

• I regularly seek out information (articles, books, podcasts, training) to deepen my understanding of systemic racism, bias, and other forms of marginalization.
  Strongly disagree → Strongly agree (1–5)
• I can explain the difference between intent and impact when it comes to harmful or exclusionary behavior.
  Strongly disagree → Strongly agree (1–5)
• I am aware of my own biases and actively work to examine how they may affect my decisions and interactions.
  Strongly disagree → Strongly agree (1–5)
• If you rated any of the above 3 or lower, what is one specific barrier or gap you'd like to address in your learning journey?
  Optional — share as much or as little as you're comfortable with.

Listening and Amplifying Marginalized Voices

• When colleagues from underrepresented groups share their experiences, I listen without interrupting, minimizing, or redirecting the conversation.
  Strongly disagree → Strongly agree (1–5)
• I actively amplify the ideas and contributions of colleagues from underrepresented groups (e.g., crediting them by name, elevating their work in meetings or communications).
  Strongly disagree → Strongly agree (1–5)
• I notice when colleagues from underrepresented groups are talked over, interrupted, or have their ideas attributed to someone else, and I take action to correct it.
  Strongly disagree → Strongly agree (1–5)
• If you rated any of the above 3 or lower, what makes it difficult to listen and amplify in these situations?
  Optional — your honest reflection helps identify where support or practice is needed.

Responding to Bias and Exclusion

• When I witness a microaggression or exclusionary comment, I address it in the moment rather than staying silent.
  Strongly disagree → Strongly agree (1–5)
• I know at least two concrete strategies for responding to bias or discriminatory behavior when I observe it (e.g., direct intervention, checking in with the affected person, reporting through proper channels).
  Strongly disagree → Strongly agree (1–5)
• I use my positional or social privilege to advocate for colleagues who may not have the same access or voice in a given situation.
  Strongly disagree → Strongly agree (1–5)
• If you rated any of the above 3 or lower, what would help you feel more prepared or confident to respond to bias when you see it?
  Optional — e.g., training, scripts, peer support, clearer policies.

Accepting and Acting on Feedback

• When someone tells me that my words or actions caused harm — even unintentionally — I listen and acknowledge their experience without becoming defensive.
  Strongly disagree → Strongly agree (1–5)
• After receiving feedback about an exclusionary behavior, I take concrete steps to change that behavior rather than returning to old patterns.
  Strongly disagree → Strongly agree (1–5)
• I create space for colleagues to give me honest feedback about my allyship without fear of damaging our relationship.
  Strongly disagree → Strongly agree (1–5)
• If you rated any of the above 3 or lower, what makes it challenging to receive or act on this type of feedback?
  Optional — honest reflection here is a sign of growth, not weakness.

Commitment and Ongoing Growth

• I hold myself accountable to allyship commitments even when it is uncomfortable, inconvenient, or unpopular.
  Strongly disagree → Strongly agree (1–5)
• I understand that allyship is an ongoing practice, not a one-time action or identity label.
  Strongly disagree → Strongly agree (1–5)
• Which allyship behavior do you most want to strengthen over the next 90 days?
  Select the one area you'd like to prioritize.
• What is one specific, observable action you will commit to taking in the next 30 days to practice allyship more intentionally?
  Be as concrete as possible — e.g., 'I will credit a colleague by name when sharing their idea in our team meeting.'
• Is there anything else you'd like to share about your allyship journey, challenges you're facing, or support you need from this organization?
  This survey is anonymous. Your candid feedback helps shape DEI programming and resources.