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Run: DEI Climate Survey

An anonymous DEI climate survey for measuring belonging, fairness, psychological safety, and inclusive leadership. Use it to surface equity gaps and the few ...

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Belonging and Inclusion

I feel a genuine sense of belonging at this organization. (required)

Strongly disagree → Strongly agree (1–5)

I feel comfortable being my authentic self at work. (required)

Strongly disagree → Strongly agree (1–5)

People from diverse backgrounds are welcomed and valued here. (required)

Strongly disagree → Strongly agree (1–5)

I feel included in team discussions, decisions, and social interactions. (required)

Strongly disagree → Strongly agree (1–5)

If you rated any of the above 3 or lower, please share what has contributed to that experience.

Your response is anonymous. Specific examples help us take meaningful action.

Fairness and Equitable Opportunity

Opportunities for advancement are distributed fairly, regardless of background or identity. (required)

Strongly disagree → Strongly agree (1–5)

Recognition and rewards are given equitably across different groups of employees. (required)

Strongly disagree → Strongly agree (1–5)

I have equal access to the resources, tools, and support I need to succeed. (required)

Strongly disagree → Strongly agree (1–5)

Hiring and promotion decisions at this organization appear to be free from bias. (required)

Strongly disagree → Strongly agree (1–5)

If you rated any of the above 3 or lower, please describe the specific barrier or inequity you've observed or experienced.

Your response is anonymous. Concrete examples help leadership address systemic gaps.

Psychological Safety and Respect

I feel safe speaking up about DEI concerns without fear of retaliation or negative consequences. (required)

Strongly disagree → Strongly agree (1–5)

Employees who raise concerns about bias or discrimination are taken seriously. (required)

Strongly disagree → Strongly agree (1–5)

I have witnessed or experienced disrespectful behavior related to someone's identity (e.g., race, gender, age, disability, religion) in the past 12 months. (required)

Select one: Yes — I experienced it directly / Yes — I witnessed it happen to someone else / No / Prefer not to say

If you selected 'Yes' above, please describe the situation (optional). This information helps us identify patterns and take corrective action.

Your response is anonymous. You do not need to name individuals.

Manager and Team Inclusiveness

My direct manager actively fosters an inclusive environment within our team. (required)

Strongly disagree → Strongly agree (1–5)

My manager treats all team members equitably, regardless of their background or identity. (required)

Strongly disagree → Strongly agree (1–5)

My team actively seeks out and respects diverse perspectives when solving problems. (required)

Strongly disagree → Strongly agree (1–5)

If you rated your manager or team 3 or lower, what specific behaviors or patterns have you observed?

Your response is anonymous. Manager-level data is only reported in aggregate to protect respondent identity.

Organizational DEI Commitment

Leadership visibly demonstrates a genuine commitment to diversity, equity, and inclusion. (required)

Strongly disagree → Strongly agree (1–5)

The organization's DEI policies and programs have made a meaningful positive difference. (required)

Strongly disagree → Strongly agree (1–5)

I am aware of the resources available to me if I experience or witness discrimination or bias. (required)

Strongly disagree → Strongly agree (1–5)

How likely are you to recommend this organization as an inclusive place to work to someone from an underrepresented group? (0 = Not at all likely, 10 = Extremely likely) (required)

This is our DEI-focused eNPS indicator. Scores 0–6 = Detractor, 7–8 = Passive, 9–10 = Promoter.

What is the primary reason for your score above?

Open-ended follow-up to the DEI eNPS question. Your response is anonymous.

Open Feedback

What is the single most important change this organization could make to become more diverse, equitable, and inclusive?

Your most impactful suggestion — big or small. All responses are reviewed by the DEI team.

Is there anything else about your experience with diversity, equity, or inclusion at this organization that you'd like to share?

This is your space. Any additional context, examples, or ideas are welcome.

Which of the following best describes your role level? (Optional — helps us identify equity gaps by seniority)

Individual Contributor / Team Lead or Supervisor / Manager / Senior Manager or Director / VP or above / Prefer not to say. Demographic questions are optional and collected last to protect anonymity.

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