Drive meaningful change with inclusion and belonging surveys

Look for inclusion and belonging survey software that’s intuitive to use and enables you to collect anonymous responses. It’s also important to consider analytics and reporting capabilities, such as syncing with other employee data, dashboards, Sentiment Analysis and powerful filters to help you understand the differing experiences of specific groups of employees.

Explore all SurveyMonkey plan features today.

You have several options for creating an inclusion and belonging survey with SurveyMonkey. You can start from scratch and write your own questions, start from a template or get AI to build your survey for you.

Our most popular inclusion and belonging survey templates are as follows:

• Belonging and inclusion survey template, co-created with Paradigm

• Organisational culture survey template

• Employee engagement survey template

• Culture pulse survey template

If you choose to build your survey with AI, we recommend including the following in your AI prompt (shown here with an example):

• Your role: “I am an HR manager at a life sciences company.”

• Your goal: “I want to learn how we can improve the employee experience, especially around the topic of inclusion and belonging.”

• What you want to know: “Specifically, I want to understand whether people feel as though they can be their authentic selves at work, feel respected and valued, feel as though they have equal growth opportunities, …”

• Your audience: “I want to hear from employees across different job levels, departments and geographies at the company, and I want to be able to see my results filtered according to a variety of backgrounds including age, gender, race/ethnicity, experience and more.” 

• Any other specifics: “Finally, I would like to include the ability to sign up for a focus group on this topic by supplying a name and an email address.”

Here are some top recommended questions from our belonging and inclusion survey template, co-created with Paradigm. These questions use a Likert scale of strongly agree, agree, neither agree nor disagree, disagree and strongly disagree.

Questions about belonging:
• “I feel as though I belong at my company.”
• “I feel respected and valued by my teammates at my company.”
• “I feel respected and valued by my manager at my company.”

Questions about objectivity and fairness:
• “Promotion decisions are fair at my company.”
• “I feel that my remuneration is fair relative to similar roles at my company.”

Questions about growth mindset:
• “My company believes that people can always greatly improve their talents and abilities.”
• “I feel confident that I can develop my career at my company.”

In addition to the questions above, it’s important to include questions about diversity of backgrounds. Demographic questions asking about factors such as age, gender identity, race or ethnicity, sexual orientation, disability, child/older person care, location, job level, department and tenure, etc. allow you to filter according to these groups and draw comparisons between them during analysis.

The best workplace culture programmes start with listening to employees. Surveys help you proactively capture the genuine, authentic experience that people have at your organisation. Those insights will provide you with information about where to focus your efforts in terms of developing courses, workshops and resources to address issues and improve the experience. 

Surveys can then help you again to gather opinions about and reflections on your programming, creating a feedback loop that holds your workplace culture programme accountable to employees’ ever-evolving needs.

Programmes take the guesswork out of setting up continuous listening journeys by linking surveys together, recommending scheduling cadences and tracking how things evolve over time.

You can get started quickly from the ‘Made for you’ section, which offers curated programmes tailored to your goals, such as inclusion and belonging, or employee engagement.

You can also create a programme from scratch or add your existing surveys to a programme.

As responses come in, programmes automatically connect your data to show how your key metrics and sentiment change over time. This means that you can quickly spot trends across all your connected surveys.

From your programme overview, you can go beyond high-level trends and dive deeper into your data with multi-survey analysis. Customise what you see by:

Learn more about SurveyMonkey programmes.