Be a leader in Diversity, Equity and Inclusion
Tools to help you define clear metrics you can learn and grow from.
How can DEI leaders drive change in their workplace?
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:
- Understand culture problems before they reach a boiling point
- Track the impact of new programmes on employee experience
- Build a case to leadership for investment in new programmes
- Design more effective programmes
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:
- Inclusion and belonging
- Perceptions of fairness in compensation, promotions and access to leadership
- Company culture as experienced by different groups
- Access to growth opportunities
Survey templates a DEI leader can rely on to get clarity
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.
Inclusion and belonging
Designed by experts at DEI firm Paradigm, this survey gives extensive insights.
See templateGender in the workplace
A deep dive on equity, designed to reveal gaps in your workplace.
See templatePay gap perception
Discover whether your employees think their compensation is equitable.
See templateWhy choose SurveyMonkey?
SurveyMonkey is not only easy to use, but it’s also 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.
- Anonymous surveys help you get honest answers and maintain trust
- Filter by custom variables and break survey responses down by demographic or department
- Smart notifications automatically alert you when an employee responds
- Synthesise key insights from text responses with Sentiment Analysis
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:
- Use Zapier to automatically link survey responses to popular messaging platforms/workflows
- Visualise findings with interactive dashboards in Tableau
- Integrate with Eventbrite to survey attendees for public-facing event
Support for when you need it
Get the support that your team needs to launch feedback programmes with ease
Here’s how SurveyMonkey can help:
- We have an amazing support team filled with product experts that help you leverage the right features to get the results you’re looking for
- Support the way you want it with phone, email and live chat options for getting in touch
- Tutorials and video demos available within our robust Help Centre for those who want to explore on their own
DEI professionals are among SurveyMonkey users from world-class brands
Advice from DEI leaders
Here are some common mistakes and best practices for how to avoid them.
Common mistakes
Looking for ways to improve your DEI programme? 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).
Best practices
Want to know what 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 afterwards (e.g. collecting interest for possible new perks or resources, choosing guest speakers, organising mentorship programmes).
Resources that DEI professionals find helpful
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- Manage multiple users and gain visibility into all survey data collected across your organisation with admin controls and dashboards.
- Ensure that confidential data is protected with enhanced security, including encryption, SSO and features that help you remain compliant with HIPAA and GDPR.
- Make feedback automated and actionable by connecting to key business systems using APIs and powerful integrations, including Salesforce, Marketo, Tableau and more.
Discover more resources
Human Resources Leader
HR leaders can use this toolkit to help drive exceptional employee experiences.
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Salary sacrifice means exchanging employee salaries for non-cash benefits, which can reduce end-of-year tax payouts. Learn how with our guide.
Employee Self-Evaluation Form Template
Encourage self-reflection and accountability with our employee self-evaluation form template. Start now to improve your performance review process!
Get the employee information you need with online employment forms
Hire top talent, speed up the onboarding process and manage your workforce with a custom employment form. Start creating forms today with our employment form builder and templates.
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