Everyone’s experience at work is subjective. In order to create a culture where everyone can thrive, you need to understand their lived reality. DEI surveys help you get clarity in a field that can sometimes feel nebulous, and the resources on this page will help you use them with confidence.
In DEI, metrics matter
DEI is often treated as a “soft field” that can’t be measured. It isn’t. Collecting DEI feedback gives you data that can help you:
Top things you should be measuring
Asking for feedback is the first step in understanding employees’ lived experience and showing them you care. Asking is the first step to understanding:
Our sample survey templates make it easy for you to start collecting feedback in just minutes. Explore hundreds of questions across different survey types, all designed to get you accurate results you can rely on.
Get a sense of your current representation, beyond gender identity and race.See template
Designed by experts at DEI firm Paradigm, this survey gives extensive insights.See template
A deep dive on equity, designed to reveal gaps in your workplace.See template
Learn whether employees have mentors and identify opportunities.See template
Discover if your employees think their compensation is equitable.See template
Enable a bespoke employee experience for everyone you onboard.See template
SurveyMonkey is not only easy to use, it’s the world’s leading survey platform and powerful enough to help you measure what matters.
Features to help you accomplish goals
Employee needs and experiences are constantly changing. Our features can help you pivot when you need to.
Integrations that make work easier
Integrate your survey data with the apps you use every day
Or, find new ways to reach your customers, employees, and peers.
Our most popular integrations are:
Support for when you need it
Get the support that your team needs to launch feedback programs with ease
Here’s how SurveyMonkey can help:
Here are some common mistakes and best practices on how to avoid them.
Looking for ways to improve your DEI program? Here are some things you can avoid:
Sending long surveys that try to get as much information as possible—which result in fewer people responding.
Not including anonymous options for sensitive topics that employees might hesitate to answer honestly.
Focusing too heavily on overall diversity numbers rather than examining equity and inclusion equally.
Weighting every culture issue equally, and focusing on the most common, instead of the most important.
Making drastic decisions based on too small a sample size (use our sample size calculator for correct estimates).
Want to know DEI leaders suggest? Check out these tips:
Send short surveys on a regular cadence to get more responses and track trends over time.
Keep an eye on differences in how various groups experience your workplace.
Use inclusive language and gender options, and accessible design throughout the feedback cycle.
Collecting both positive feedback and areas for growth.
Use feedback to inform new initiatives rather than only asking for feedback afterward (e.g. collecting interest for possible new perks or resources, choosing guest speakers, organizing mentorship programs).
A guide for measuring DEI and addressing common issues.
Learn how we use our budget to pursue vendor diversity, equity, and inclusion.
Adam Grant’s concept of a tailored employee experience.
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