What questions should a DEI survey include?

Cover three areas: belonging, equity, and inclusion. Belonging items ask whether employees feel a valued part of the team. Equity items ask whether opportunities and treatment are fair. Inclusion items ask whether people feel heard and respected day to day. Mix scaled questions for trend tracking with at least one open-ended question for context, which sentiment analysis then groups into themes. Keep demographic questions voluntary.

How do I make a DEI survey anonymous?

Use an anonymous survey link rather than a personalized email invite, and turn off respondent tracking and IP address collection in the collector settings. That keeps any identifying detail off the response. State clearly in the invitation that the survey is anonymous, since that disclosure measurably lifts completion on sensitive topics. Anonymity is the single biggest driver of honest DEI data.

How often should I run a DEI survey?

Run one full review a year to track long-term progress, then add short pulses of five to ten questions quarterly or after a significant event like a leadership change. The pulse keeps you from waiting a full year to learn whether something shifted, and short surveys complete at 97.9% here versus 91.0% past 21. One annual review plus two or three pulses gives a complete picture without survey fatigue.

How do I get employees to complete a DEI survey?

State plainly why you are running it and how results will be used, and confirm anonymity upfront. Keep it short, since completion drops from 97.9% at 1-10 questions to 91.0% at 21 or more. Send a reminder to non-respondents partway through the window. Then close the loop by sharing results and the actions you are taking, which is what builds the trust that sustains participation in future cycles.

What is eNPS and how does it relate to a DEI survey?

The employee Net Promoter Score (eNPS) measures how likely employees are to recommend your organization as a place to work, on a 0-10 scale. Promoters score nine or ten, detractors score zero to six, and eNPS is the percentage of promoters minus the percentage of detractors. Many teams fold eNPS into a DEI survey because loyalty and belonging move together. The Employee NPS questions template is the most-used template in this category.

DEI Survey Templates (19 Surveys)

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DEI survey templates

Employee Engagement Survey Template

Used 339,000+ times

Use our free employee engagement survey template with expert-written questions, scales, and tips to improve engagement fast. Used 339,000+ times.

Belonging and Inclusion Survey Template

Used 64,000+ times

Measure what drives inclusion at your company with our expertly crafted survey template, used over 64,000 times for insightful results.

Employment Survey Template

Used 7,000+ times

Explore workforce trends with our Employment Survey Template, used over 7,000 times to improve hiring, retention, and satisfaction. Gather insights now!

U.S. Demographics – Snapshot Survey Template

Used 7,000+ times

Capture key trends with the U.S. Demographics Snapshot Survey Template from SurveyMonkey. Gather insights to understand your audience and improve decision-making.

Employee Diversity Survey Template

Used 4,000+ times

Understand the impact of diversity in your organization and build a more inclusive workplace with our Diversity Survey Template. Get started now.

Online Employee Recruitment Survey Template

Used 3,000+ times

Enhance your hiring strategies with SurveyMonkey's Employee Recruitment Survey Template, used over 3,000 times to attract top talent and refine your process.

Culture Pulse Survey Template

Used 2,000+ times

Check out our expert-certified Work Environment Survey Template. From sample questions to powerful analytics, we make it easy to get feedback.

Workplace Benefits Survey Template

Used 1,000+ times

Explore our expert-certified employee benefits survey template. Use sample benefits questions and built-in analysis to gather clear employee feedback.

Gender In The Workplace Survey Template

Gain insights into workplace diversity with the Gender in the Workplace Survey powered by SurveyMonkey. Gather feedback to create a more inclusive and equitable environment!

Employee Net Promoter Score® (eNPS) Survey Template

Measure loyalty and satisfaction with the Employee NPS® Questions Template from SurveyMonkey. Gain insights to enhance employee experiences and drive organizational success!

Gender Inclusivity At Work Survey Template

Check out our expert-certified Gender Inclusivity at work survey template. From sample questions to powerful analytics, we make it easy to get feedback.

Vendor Workplace Diversity Survey Template

Promote inclusion with the Vendor Diversity Survey Template powered by SurveyMonkey. Gather insights to evaluate and improve supplier diversity efforts.

Employee Satisfaction Survey Template

Measure employee satisfaction and identify areas for improvement using this Employee Satisfaction Survey Template from SurveyMonkey.

Organizational Culture Survey Template

Strengthen your workplace environment with the Organizational Culture Survey Template powered by SurveyMonkey. Gather feedback to improve team satisfaction and collaboration.

CSR Survey Template

Use our CSR Survey Template to pinpoint and prioritize the corporate social responsibility issues that matter most to employees and stakeholders.

Impact Of Racism Employee Check-In Survey Template

Support workplace inclusivity with the Impact of Racism Employee Check-In Survey Template powered by SurveyMonkey. Collect feedback to foster a diverse and respectful environment.

Culture Of Genius Survey Template

A Culture of Genius, coined by Stanford’s Christina Romero, is a company with the belief that employees have a predetermined amount of talent, and no room to grow. Its opposite is Growth Mindset, which empowers employees to continually evolve. Growth Mindset both empowers employees to thrive and incentivizes them to stay with their company longer. This survey template tells HR pros whether they have a Culture of Genius or a Growth Mindset in their workplace.

Wage Gap Evaluation Survey Template

Address pay equity with the Wage Gap Evaluation Survey Template from SurveyMonkey. Gather insights to identify disparities and promote fair compensation practices.

Race and Ethnicity in the Workplace Survey Template

The SurveyMonkey race and ethnicity in the workplace survey template monitors employee inclusion and equal job opportunities at work.

DEI survey templates at a glance

Stat	Figure
Total diversity equity inclusion templates	19
Most-used template	Employee NPS questions
Short survey completion rate (1-10 questions)	97.9%
Medium survey completion rate (11-20 questions)	98.4%
Long survey completion rate (21+ questions)	91.0%
Average completion rate	97.3%
Average question count	23.0

What are diversity, equity, and inclusion surveys?

The average diversity, equity, and inclusion survey in this category runs 23 questions, which is long enough that completion starts to slip. A diversity, equity, and inclusion (DEI) survey measures how employees experience belonging, fairness, and inclusion at work, so HR teams can find gaps and track progress with real data rather than assumption. These 19 templates span the range: a quick belonging pulse, a demographic snapshot, a vendor diversity audit, and an employee Net Promoter Score (eNPS) check on loyalty.

Honest answers depend on trust, so the responses stay anonymous. Confidential collector settings keep a name or IP address off each submission, which raises the odds employees answer sensitive questions truthfully. HR teams read the results in a dashboard that tracks each question over time, while sentiment analysis groups open-ended comments into themes.

Completion here holds high: 97.3% on average, 97.9% for short surveys, and 98.4% across the medium band. The drop arrives in the 21-plus range, where completion settles at 91.0%, which is the case for keeping a recurring pulse focused even when the annual review runs long.

The clearest signal comes from pairing DEI results with broader employee engagement data, so belonging and overall sentiment can be read together rather than in isolation.

How to create a diversity, equity, and inclusion survey

Choose a template on this page, or start from the Employee NPS questions template for a quick loyalty baseline.
Review the default questions and cut any that do not fit your organization's context.
Turn on anonymous responses in the collector settings before anything else, so employees know answers cannot be traced back.
Add your logo and adjust colors to match your branding.
Share the survey by anonymous link, email invite, or an embedded form on your intranet.
Set a close date, launch, and review results in the dashboard as responses arrive.

When to use diversity, equity, and inclusion surveys

Annual DEI review: Run a full survey once a year to assess belonging, equity, and representation, and to track year-over-year progress.
Pulse between cycles: Send a short 1-10 question pulse quarterly or after a major initiative to catch change before the next annual review.
Post-event check-in: Use a focused template to gauge how employees feel after a significant event inside the company or the wider world.
New-hire belonging check: Measure inclusion during onboarding by asking new employees about belonging at 30 or 90 days.
Vendor and supplier diversity audit: Use the vendor diversity template to assess representation across your supply chain and surface procurement gaps.

Who runs diversity, equity, and inclusion surveys

HR managers and People Operations leaders: They own data collection and reporting, and they need reliable anonymous responses to bring to leadership.
DEI program managers and CHROs: They set strategy, want trend data and peer benchmarks, and run pulses to show momentum between annual reviews.
Procurement and vendor teams: They run supplier diversity surveys to measure representation in the supply chain and meet reporting requirements.
Small-business and nonprofit HR teams: They want a ready template to check in on their people without building a survey from scratch.

Tips for creating a diversity, equity, and inclusion survey

Enable anonymity first: Employees share honest feedback on sensitive topics only when responses cannot be traced, so turn on anonymous links before you launch.
Start with a short pulse: The average survey here runs 23 questions, and completion falls from 97.9% in the short band to 91.0% past 21, so launch a focused pulse before the full annual review.
Ask about experiences, not just attitudes: Questions tied to specific moments, like being heard in meetings or receiving fair feedback, produce more actionable data than broad opinion items.
Share results and act on them: Publishing a summary and your planned next steps builds the trust that keeps participation high in the next cycle.
Track the same questions over time: A single survey is a baseline, so repeat the items each cycle to see whether belonging and equity scores move after a program launches.

Frequently asked questions about diversity, equity, and inclusion surveys

What questions should a DEI survey include?
Cover three areas: belonging, equity, and inclusion. Belonging items ask whether employees feel a valued part of the team. Equity items ask whether opportunities and treatment are fair. Inclusion items ask whether people feel heard and respected day to day. Mix scaled questions for trend tracking with at least one open-ended question for context, which sentiment analysis then groups into themes. Keep demographic questions voluntary.
How do I make a DEI survey anonymous?
How often should I run a DEI survey?
Run one full review a year to track long-term progress, then add short pulses of five to ten questions quarterly or after a significant event like a leadership change. The pulse keeps you from waiting a full year to learn whether something shifted, and short surveys complete at 97.9% here versus 91.0% past 21. One annual review plus two or three pulses gives a complete picture without survey fatigue.
How do I get employees to complete a DEI survey?
What is eNPS and how does it relate to a DEI survey?
The employee Net Promoter Score (eNPS) measures how likely employees are to recommend your organization as a place to work, on a 0-10 scale. Promoters score nine or ten, detractors score zero to six, and eNPS is the percentage of promoters minus the percentage of detractors. Many teams fold eNPS into a DEI survey because loyalty and belonging move together. The Employee NPS questions template is the most-used template in this category.

Related categories

Employee engagement surveys · Employee feedback surveys · Employee benefits surveys · Performance management surveys · Employee onboarding and training surveys

NPS, Net Promoter & Net Promoter Score are registered trademarks of Satmetrix Systems, Inc., Bain & Company and Fred Reichheld.