Belonging and Inclusion Survey

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Creating Your Path to Inclusivity: The Belonging and Inclusion Survey

Ever wondered how inclusive your organization truly is? Well, it's time to stop guessing and start measuring! Our Belonging and Inclusion Survey is your secret weapon to understanding your organization's inclusivity landscape. It's not just about diversity; it's about making everyone feel like they belong.

According to a report from the University of Pennsylvania, fostering diversity, equity, and inclusion (DEI) in the workplace is crucial for any organization aiming to thrive. Our Belonging and Inclusion Survey is designed to help you gain valuable insights that can drive change and create a more welcoming environment for everyone.

"Diversity wins: How inclusion matters" - a study by McKinsey & Company

Crafting Inclusion and Belonging Survey Questions

The key to a successful Belonging and Inclusion Survey lies in the questions you ask. They need to be direct yet respectful, insightful, and cover a wide range of issues related to inclusion and belonging in your organization. If you're unsure about how to write these questions, our survey questions page can guide you on how to draft clear and effective queries.
Utilizing a Robust Survey Maker

Designing a survey might seem like a daunting task, but it doesn't have to be. With our survey creator, you can effortlessly create a customized Belonging and Inclusion Survey that fits your organization's specific needs. Plus, you'll have access to real-time analytics that will help you interpret the results and make informed decisions.
Leveraging Pre-designed Survey Templates

If you're pressed for time or simply prefer a ready-to-go solution, our survey templates are exactly what you need. We've got a range of professionally designed templates, including the Belonging and Inclusion Survey, that you can use instantly. They're user-friendly, versatile, and sure to make your survey process a breeze!
Making a Real Impact

Remember, the ultimate goal of your Belonging and Inclusion Survey isn't just to gather data. It's to understand the current state of inclusion in your organization and identify areas where you can improve. It's about making everyone feel valued, respected, and most importantly, like they belong. And with the insights you gain, you'll be well on your way to creating an inclusive culture that benefits everyone!

Belonging and Inclusion Survey Sample Questions

Question
How comfortable do you feel sharing your ideas during team meetings? To gauge the level of comfort in contributing to team discussions.
Do you feel that your opinions are valued by your team members? To understand perceptions of opinion value within the team.
Are your contributions recognized by your team? To assess whether team members feel their contributions are acknowledged.
How well do you feel included in your team's decision-making process? To determine if employees feel they play a part in team decisions.
Do you feel your team respects diverse opinions and viewpoints? To gauge the respect for diversity within the team.
Are there opportunities for every team member to lead projects or meetings? To understand the distribution of leadership roles within the team.
Do you feel comfortable addressing conflicts within your team? To measure comfort levels in addressing issues or conflicts.
Does your team make an effort to include remote team members? To assess the inclusivity of remote or non-local team members.
Is diversity valued in your team? To understand the team's stance on diversity.
Do you feel your team supports your professional growth? To assess whether employees feel supported in their professional development.
Can you trust your team to have your best interests at heart? To measure the level of trust within the team.
How often does your team have open discussions about inclusion? To understand the frequency of inclusion discussions within the team.
How well do you feel your values align with the organization's values? To assess the level of alignment between personal and organizational values.
Do you feel a strong sense of community within the organization? To determine perceptions of community within the workplace.
Are you proud to be a part of the organization? To gauge the sense of pride and belonging in the organization.
Do you feel the organizational culture encourages diversity and inclusion? To assess the organization's stance on diversity and inclusion.
Does the organization value your unique strengths and abilities? To understand if individual strengths are recognized and valued.
Do you feel the organization supports your professional growth? To determine if the organization fosters employee professional development.
Are your achievements recognized and appreciated by the organization? To assess the recognition of individual achievements.
Do you feel the organization promotes a work-life balance? To understand the organization's support for work-life balance.
Are all employees treated fairly regardless of their job role? To gauge perceptions of fairness across different job roles.
How often does the organization openly discuss inclusion and diversity? To determine the frequency of diversity and inclusion discussions.
Do you feel the organization's policies support diversity and inclusion? To assess the inclusiveness of organizational policies.
Does the organization provide equal opportunities for all employees? To determine perceived equality of opportunity in the organization.
How familiar are you with the organization's diversity initiatives? To assess awareness of diversity programs in the workplace.
Have you received training on unconscious bias in the past year? To determine the extent of unconscious bias training among employees.
Do you feel the diversity training you received was effective? To assess the effectiveness of diversity training programs.
How well do you understand the concept of unconscious bias? To gauge understanding of unconscious bias.
Has your understanding of diversity and inclusion improved over the past year? To measure improvement in understanding of diversity and inclusion.
Do you feel comfortable discussing diversity and inclusion? To assess comfort levels in discussing diversity and inclusion.
Do you feel the organization effectively communicates its diversity and inclusion goals? To understand perceptions of diversity and inclusion communication.
Do you know where to find resources about diversity and inclusion in the organization? To measure awareness of diversity and inclusion resources.
Are you aware of the organization's policies on discrimination and harassment? To assess knowledge of the organization's anti-discrimination and harassment policies.
Do you feel the organization takes adequate steps to prevent discrimination and harassment? To understand perceptions of the organization's efforts to prevent discrimination and harassment.
Do you know who to approach in the organization if you witness or experience discrimination? To gauge awareness of recourse in cases of discrimination.
Are you familiar with the organization's policy on reasonable accommodations for disabilities? To assess awareness of disability accommodation policies.
Do you believe that senior leadership actively promotes diversity and inclusion? To assess perceptions of leadership support for diversity initiatives.
How transparent do you find communication from leadership regarding inclusion efforts? To gauge the perceived transparency of leadership communication on inclusion.
Do you feel leadership is receptive to feedback about diversity and inclusion? To measure perceived receptiveness of leadership to diversity and inclusion feedback.
Do you believe leadership adequately addresses issues of discrimination and harassment? To assess perceptions of leadership's response to discrimination and harassment issues.
Is leadership representative of the diversity of the organization's workforce? To understand perceptions of diversity within leadership roles.
Do you believe leadership values your unique strengths and abilities? To assess whether leadership recognizes and values individual strengths.
Do you feel leadership supports your professional growth? To understand perceived support from leadership for professional development.
Does leadership regularly acknowledge and celebrate team and individual achievements? To measure the frequency of recognition from leadership.
Do you feel comfortable approaching leadership with concerns about inclusion? To assess comfort levels in discussing inclusion concerns with leadership.
Do you believe that leadership's actions align with their words regarding diversity and inclusion? To understand perceptions of leadership's authenticity in promoting diversity and inclusion.
Does leadership advocate for equal opportunities for all employees? To gauge perceived leadership support for equal opportunities.
Does leadership consistently demonstrate respect for all employees? To assess perceptions of respect from leadership.
How likely are you to recommend the organization as an inclusive place to work? To measure the likelihood of recommending the workplace based on inclusivity.
What suggestions do you have for enhancing a sense of belonging among coworkers? To gather improvement suggestions for fostering belonging in the workplace.
What changes would you recommend to improve the organization's diversity training? To gather feedback on the effectiveness of diversity training programs.
What improvements could be made to the organization's communication about diversity and inclusion? To gather feedback on communication regarding diversity and inclusion.
What resources would you find helpful to better understand and promote diversity and inclusion? To identify desired resources for understanding and promoting diversity and inclusion.
What practices do you believe would make the organization more inclusive? To solicit ideas for practices that promote inclusivity.
What steps could leadership take to better support diversity and inclusion? To gather feedback on leadership's role in supporting diversity and inclusion.
How can the organization better recognize and celebrate diversity? To gather suggestions for recognizing and celebrating diversity.
What improvements could be made to the organization's policies to better support diversity and inclusion? To gather feedback on policy improvements for supporting diversity and inclusion.
What changes would you recommend to improve the organization's approach to addressing discrimination and harassment? To gather feedback on the organization's approach to handling discrimination and harassment.
How can the organization better support your professional growth in a diverse and inclusive environment? To solicit suggestions for supporting professional growth in an inclusive environment.
What changes would you recommend to foster a stronger sense of community within the organization? To gather suggestions for fostering a stronger sense of community.

Question

How comfortable do you feel sharing your ideas during team meetings?

To gauge the level of comfort in contributing to team discussions.

Do you feel that your opinions are valued by your team members?

To understand perceptions of opinion value within the team.

Are your contributions recognized by your team?

To assess whether team members feel their contributions are acknowledged.

How well do you feel included in your team's decision-making process?

To determine if employees feel they play a part in team decisions.

Do you feel your team respects diverse opinions and viewpoints?

To gauge the respect for diversity within the team.

Are there opportunities for every team member to lead projects or meetings?

To understand the distribution of leadership roles within the team.

Do you feel comfortable addressing conflicts within your team?

To measure comfort levels in addressing issues or conflicts.

Does your team make an effort to include remote team members?

To assess the inclusivity of remote or non-local team members.

Is diversity valued in your team?

To understand the team's stance on diversity.

Do you feel your team supports your professional growth?

To assess whether employees feel supported in their professional development.

Can you trust your team to have your best interests at heart?

To measure the level of trust within the team.

How often does your team have open discussions about inclusion?

To understand the frequency of inclusion discussions within the team.

How well do you feel your values align with the organization's values?

To assess the level of alignment between personal and organizational values.

Do you feel a strong sense of community within the organization?

To determine perceptions of community within the workplace.

Are you proud to be a part of the organization?

To gauge the sense of pride and belonging in the organization.

Do you feel the organizational culture encourages diversity and inclusion?

To assess the organization's stance on diversity and inclusion.

Does the organization value your unique strengths and abilities?

To understand if individual strengths are recognized and valued.

Do you feel the organization supports your professional growth?

To determine if the organization fosters employee professional development.

Are your achievements recognized and appreciated by the organization?

To assess the recognition of individual achievements.

Do you feel the organization promotes a work-life balance?

To understand the organization's support for work-life balance.

Are all employees treated fairly regardless of their job role?

To gauge perceptions of fairness across different job roles.

How often does the organization openly discuss inclusion and diversity?

To determine the frequency of diversity and inclusion discussions.

Do you feel the organization's policies support diversity and inclusion?

To assess the inclusiveness of organizational policies.

Does the organization provide equal opportunities for all employees?

To determine perceived equality of opportunity in the organization.

How familiar are you with the organization's diversity initiatives?

To assess awareness of diversity programs in the workplace.

Have you received training on unconscious bias in the past year?

To determine the extent of unconscious bias training among employees.

Do you feel the diversity training you received was effective?

To assess the effectiveness of diversity training programs.

How well do you understand the concept of unconscious bias?

To gauge understanding of unconscious bias.

Has your understanding of diversity and inclusion improved over the past year?

To measure improvement in understanding of diversity and inclusion.

Do you feel comfortable discussing diversity and inclusion?

To assess comfort levels in discussing diversity and inclusion.

Do you feel the organization effectively communicates its diversity and inclusion goals?

To understand perceptions of diversity and inclusion communication.

Do you know where to find resources about diversity and inclusion in the organization?

To measure awareness of diversity and inclusion resources.

Are you aware of the organization's policies on discrimination and harassment?

To assess knowledge of the organization's anti-discrimination and harassment policies.

Do you feel the organization takes adequate steps to prevent discrimination and harassment?

To understand perceptions of the organization's efforts to prevent discrimination and harassment.

Do you know who to approach in the organization if you witness or experience discrimination?

To gauge awareness of recourse in cases of discrimination.

Are you familiar with the organization's policy on reasonable accommodations for disabilities?

To assess awareness of disability accommodation policies.

Do you believe that senior leadership actively promotes diversity and inclusion?

To assess perceptions of leadership support for diversity initiatives.

How transparent do you find communication from leadership regarding inclusion efforts?

To gauge the perceived transparency of leadership communication on inclusion.

Do you feel leadership is receptive to feedback about diversity and inclusion?

To measure perceived receptiveness of leadership to diversity and inclusion feedback.

Do you believe leadership adequately addresses issues of discrimination and harassment?

To assess perceptions of leadership's response to discrimination and harassment issues.

Is leadership representative of the diversity of the organization's workforce?

To understand perceptions of diversity within leadership roles.

Do you believe leadership values your unique strengths and abilities?

To assess whether leadership recognizes and values individual strengths.

Do you feel leadership supports your professional growth?

To understand perceived support from leadership for professional development.

Does leadership regularly acknowledge and celebrate team and individual achievements?

To measure the frequency of recognition from leadership.

Do you feel comfortable approaching leadership with concerns about inclusion?

To assess comfort levels in discussing inclusion concerns with leadership.

Do you believe that leadership's actions align with their words regarding diversity and inclusion?

To understand perceptions of leadership's authenticity in promoting diversity and inclusion.

Does leadership advocate for equal opportunities for all employees?

To gauge perceived leadership support for equal opportunities.

Does leadership consistently demonstrate respect for all employees?

To assess perceptions of respect from leadership.

How likely are you to recommend the organization as an inclusive place to work?

To measure the likelihood of recommending the workplace based on inclusivity.

What suggestions do you have for enhancing a sense of belonging among coworkers?

To gather improvement suggestions for fostering belonging in the workplace.

What changes would you recommend to improve the organization's diversity training?

To gather feedback on the effectiveness of diversity training programs.

What improvements could be made to the organization's communication about diversity and inclusion?

To gather feedback on communication regarding diversity and inclusion.

What resources would you find helpful to better understand and promote diversity and inclusion?

To identify desired resources for understanding and promoting diversity and inclusion.

What practices do you believe would make the organization more inclusive?

To solicit ideas for practices that promote inclusivity.

What steps could leadership take to better support diversity and inclusion?

To gather feedback on leadership's role in supporting diversity and inclusion.

How can the organization better recognize and celebrate diversity?

To gather suggestions for recognizing and celebrating diversity.

What improvements could be made to the organization's policies to better support diversity and inclusion?

To gather feedback on policy improvements for supporting diversity and inclusion.

What changes would you recommend to improve the organization's approach to addressing discrimination and harassment?

To gather feedback on the organization's approach to handling discrimination and harassment.

How can the organization better support your professional growth in a diverse and inclusive environment?

To solicit suggestions for supporting professional growth in an inclusive environment.

What changes would you recommend to foster a stronger sense of community within the organization?

To gather suggestions for fostering a stronger sense of community.

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Frequently Asked Questions (FAQs)

Why is an inclusion and belonging survey important for my company?

An inclusion and belonging survey is a key tool for understanding your company culture and identifying areas that require improvement to foster a more inclusive environment. It helps you explore the heart of your company culture and uncover key drivers of inclusion. By asking the right inclusion and belonging survey questions, you can gain valuable insights about the sense of belonging among your employees. This information is essential for creating an inclusive culture where everyone feels valued and accepted, which in turn improves employee engagement, productivity, and overall business performance.

What kind of questions should be included in the belonging and inclusion survey?

The belonging and inclusion survey questions should be designed to gauge how welcome and accepted employees feel within the organization. Questions could explore how employees perceive diversity and inclusion initiatives, whether they feel their voices are heard, and if they believe they're treated fairly irrespective of their background. Also consider asking about their comfort level in expressing their true selves at work and if they feel their individual contributions are valued. Remember, the goal is to uncover truths about your company culture, so ensure questions are comprehensive and cover different aspects of belonging and inclusion.

How should I use the results of the inclusion and belonging survey?

The results of the inclusion and belonging survey should be used to identify strengths and areas of improvement in your company's inclusivity initiatives. Analyze the data to understand the overall sentiment of your workforce towards inclusion, and identify patterns that might indicate systemic issues. Use these insights to address identified challenges and improve your diversity and inclusion policies. The survey results can also be leveraged to foster open conversations about belonging and inclusion in the workplace. Remember, the ultimate goal is to create a workplace where everyone feels valued and included.

How often should I conduct the belonging and inclusion survey?

There's no one-size-fits-all answer to this, as the frequency of conducting a belonging and inclusion survey depends on your company's specific needs and goals. However, a good practice is to conduct the survey annually to monitor your progress and update your diversity and inclusion strategies as needed. Regular surveys allow you to track changes over time and respond promptly to any emerging issues. More frequent surveys, such as semi-annually or quarterly, may be beneficial during periods of significant organizational change.

Can I customize the Survey Monkey belonging and inclusion template?

Yes, the Survey Monkey belonging and inclusion template is fully customizable to match your specific needs. This enables you to add, edit, or remove questions to make the survey more relevant to your organization. Customizing the survey not only ensures that you are asking the most pertinent questions for your business, but also makes the survey more engaging for respondents. Remember, a well-crafted survey can provide valuable insights that can help you foster a sense of belonging and create a more inclusive workplace.