Diversity and Inclusion (DEI) Workplace Surveys: How to Measure Belonging

Want everyone on your team to feel accepted but not sure where to start?

Actually, asking employees directly is more reliable than guessing.

A well-designed Diversity and inclusion survey helps you understand how different employees actually feel and uncover invisible barriers in your team.

With SurveyMars, you can create a workplace survey where employees respond anonymously, and you see everything compiled in the backend—protecting privacy while capturing real insights.

This guide will walk you through how to use a survey to turn belonging into something measurable.

What Is a Diversity and inclusion survey

Simply put, it’s an anonymous questionnaire that helps you understand how employees really feel about the team environment. Through a few key questions, you can learn whether people feel respected, and whether anyone feels uncomfortable for any reason.

l Sense of belonging: can you beyourself on this team? Do you feel accepted?

l Fairness: do people feel opportunitiesand resources are distributed fairly?

l Inclusivity: are different opinionsheard? Do people feel ignored for being different?

This survey acts like a thermometer, measuring the invisible emotions within your team. With a survey created on SurveyMars, all responses are automatically compiled. You don’t have to ask everyone individually—just open the backend and see what people really think.

Why a Diversity and inclusion survey Matters

Many managers think team culture is fine, but that’s just their own perspective. Employees from different backgrounds may feel completely differently. If you don’t ask, you’ll never know.

Hears the Voices That Are Often Silent

Some people don’t speak up not because they don’t have opinions, but because they feel it won’t matter. A survey gives them a safe channel to share what they usually hold back.

Reveals Hidden Issues

Is there bias in the team? Is anyone being excluded? People won’t say these things in person, but they might write them in a survey. Catch them early, fix them before they grow.

Moves from Anecdotes to Data

Saying “we’re an inclusive team” doesn’t mean much. Survey data tells you how many people actually feel included, and where improvements are needed.

How to Design a Good DEI Survey with SurveyMars

Now let’s talk about how to do it. Designing a DEI survey with SurveyMars isn’t complicated. Even if it’s your first time, just follow these steps and you’ll get it done quickly.

Step 1: Pick a Suitable Template

SurveyMars has plenty of ready-to-use survey templates. Search for “DEI survey” or “workplace inclusion” and find one with a structure you like.

Tips for Choosing a Template

l Look for a template with clear,concise questions—people won’t feel overwhelmed

l Make sure the template supportsanonymous responses, so employees feel safe sharing honestly

Step 2: Design the Core Questions

What makes a DEI survey effective is whether the questions get at real feelings. Too vague, and people don’t know how to answer. Too direct, and they may get defensive.

Recommended Dimensions

1. Respect: do you feel your opinions arevalued? Have you ever been treated differently because of your backgroundor identity?

2. Fair opportunity: do you feelpromotions, training, and important projects are distributed fairly?

3. Psychological safety: when you make amistake, do you worry about being blamed? Do you feel safe expressingdifferent ideas?

4. Sense of belonging: do you feel likepart of the team, or more like an outsider?

5. Open-ended question: is there anythingyou want to share with the team? Any suggestions for management?

Step 3: Make the Survey Truly Effective

SurveyMars lets you schedule delivery and set anonymous options. Choose a time when people aren’t too busy, emphasize anonymity, and encourage honest feedback.

Why This Helps

l Right timing means people are morelikely to take it seriously

l Anonymity lowers defenses andencourages honest answers

l Automated tracking shows who hasresponded, making follow-up easier

Conclusion: Belonging Isn’t Just a Slogan

Whether a team feels like it belongs isn’t up to management to decide—it’s up to employees. If you don’t ask, they’ll never tell you. A thoughtful Diversity and inclusion survey is the key that unlocks what employees really feel, helping you hear the voices that usually stay quiet.

With SurveyMars, this becomes simple and professional. Start with this survey—ask your team how they really feel.

Frequently Asked Questions (FAQ)

1. What if employees worry they’ll be identified?

Emphasize that the survey is completely anonymous—no one can see who wrote what. Add a note at the beginning explaining the purpose is to improve the workplace, not to target individuals.

2. What if the results are poor?

Don’t panic. Poor results mean people are being honest—that’s actually a good thing. Take time to digest the findings, identify a few key issues, and work with the team on solutions. The important thing is showing you take it seriously.

3. How often should we run this survey?

Once a year is a good cadence. Too frequent, and people rush through it. Too infrequent, and you don’t see change. The key is following up with action after each round so people see their input matters.

4. How should I communicate results to the team?

Share overall trends without calling out specific comments. Focus on “what we’re going to do next” so people feel the survey wasn’t just a box-ticking exercise.

5. Is a DEI survey necessary for small teams?

Yes. In small teams, relationships are tighter, and any friction has a bigger impact. Catching issues early is much easier than dealing with a full-blown conflict later.