According to a study, only a few organizations fully analyze results from employee engagement surveys and are only focused on attracting, engaging, developing, and retaining their key talents. DEI surveys at the workplace are designed to promote employee discretionary efforts, advocacy, and intent to stay. Statistically, disengagement among employees and management costs businesses in the United States between $483 billion and $605 billion annually. A majority of DEI survey templates use the 5-point Likert scale for rating, ranging from ‘strongly disagree’ to ‘strongly agree.’

Best DEI Survey Templates

1. AICPA (American Institute of Certified Public Accountants) DEI Survey Template

  • The AICPA organization has a “sample diversity and inclusion questions” for employee surveys on its official website, which is free to download and customize. The survey template is a 5-page document available in PDF format.
  • The AICPA sample DEI survey template is divided into 8 sections, and has 37 questions in total. The first section covers attitudes towards diversity and inclusion and corporate culture, and comprises 10 questions. The questions ask about how employees from different cultures are treated, the company’s commitment to diversity and inclusion, and whether the employees feel respected in the firm, among other things.
  • The second section covers discrimination and harassment; if the firm’s policies discourage discrimination, if appropriate action is taken against incidents of harassment and discrimination etcetera. The third section is about immediate supervisors; if they handle diversity and inclusion matters accordingly, and if the supervisors show commitment to supporting DEI.
  • The next section is about the “diversity training program” in the company; if the company has acted appropriately in providing diversity and inclusion training programs and promoting the mitigation of unconscious bias. The segment on belonging addresses whether employees can be their authentic selves at work, whether their opinions are valued, and whether they are understood by colleagues, among other things.
  • The seventh section covers evaluation and promotion; whether employees from diverse backgrounds are encouraged to apply for promotions, if the promotions procedures are fair, if employee job performance is fairly evaluated, and the employees’ career development path. The demographic sections ask about employee gender, ethnicity, the period employees have worked in the organization, industry/department, religion, and the employees’ position in the company.

2. Culture Amp DEI Survey Template

  • Culture Amp requires one to sign up by providing a name, the company name, and an email address in order to access their DEI survey template. The survey template is divided into 10 sections, and has 40 questions in total. The survey template is free and the only requirement is signing up on the company’s website.
  • The first section named “Overall” requires employees to rate if they are proud to work for the organization, how likely they are to recommend the organization as a “great place to work,” if the company motivates the employees’ efforts etcetera.
  • The next section is about fairness in the organization; if employees from all backgrounds are given equal opportunities, administrative tasks assigned fairly, job performance evaluation is fair, and equality in pay. The opportunities & resources section addresses whether employees are aware of career opportunities at the company, know where to find material to improve performance at work, are confident they can improve their abilities and talents, and whether the company allows them to balance life and work.
  • Employees are also asked how satisfied they are with the company’s decision-making process, if the employees’ opinions are included, if employees’ opinions are valued, and whether there is an honest and open two-way communication at work.
  • The segment titled ‘Belonging‘ covers whether employees have a sense of belonging in the company, feel respected, and if they can be authentic at work without judgment from peers or management. The survey also questions if the firm values diversity and creates teams that include all communities.
  • Employees are asked of their contribution to the company’s broader goals and their comments on how the company could improve to promote a more inclusive culture at work. The demographic section covers ethnicity, gender, sexual orientation, family status, age, veteran status, native language, and education level, among others.
  • The process involved in preparing a survey using Culture Amp includes a preview of the survey questions, preparing for survey reporting, customizing the survey to fit the firm’s needs, informing participants and leaders, setting the timing of the survey, and making the survey live.

3. Lattice Survey Templates

  • Lattice partnered with the University of California, Berkeley Social Sciences Department to develop the DEI survey questions, and all the questions are rated on the Likert scale.
  • The Lattice DEI survey template questions measure; diversity climate, sense of fit and belonging, feeling of being valued, psychological safety, open-ended, and fairness. The template contains 12 questions in total and can be completed in an average time of 4 minutes.
  • Some questions covered include whether the employee feels like they belong and can be authentic at the company, whether employee’s opinions are valued, if the company recruits from diverse backgrounds, the firm’s leadership is committed to diversity and inclusion, and if job performance is evaluated fairly, among others.
  • To access and create a survey, one has to sign up on Lattice’s official website and request a demo, before access is given to the DEI survey template.

Ways To Analyze Employee Engagement Results

1. Segment The Results

  • Different employees experience the workplace in different ways depending on the office location, the department they work in, who the manager is, the work they are doing, and the colleagues they interact with. Therefore, to get a picture of diversity and inclusion, organizations need to segment the DEI survey results into various categories and analyze them separately.
  • Segmenting the results into various company organization’s structure or demographics informs a deeper analysis, and one might realize employees in some areas are more engaged than others. The organization can apply driver’s analysis to targeted demographics like age group, department, location etcetera, and use the results to develop targeted solutions for improvement.
  • Segmenting the results enables the company to create a tailored and strategic follow-up plan to improve diversity and inclusion culture at work.

2. Involve Managers

  • Managers play a significant role in employee engagement and understand the opportunities and challenges their teams face at work. Actively involving managers in DEI survey results analysis will help to get an accurate interpretation of the results. Companies need to equip team managers with tools and resources that impact employee engagement as well.
  • During data analysis, the results should be separated for individual departments or teams in the departments. Managers can then assess the results of their respective departments, address the results with the teams, and work to develop ways to improve diversity and inclusion at the workplace.
  • Company managers should undergo training on how to handle employee feedback constructively and not become defensive if the survey results’ analysis reflects negatively on them.
  • According to a study, employees whose managers didn’t make follow up on the survey results decreased in engagement by 6 points. Managers should be actively involved in the analysis and should follow-through with an action plan.
  • Companies should also involve the managers when creating the survey questions about the work environment and team duties, to encourage transparency within departments and boost teamwork.

3. Visualize the Data

  • Visualizing the DEI survey results helps to attract both the employees and stakeholders‘ attention and makes data easy to interpret and understand. There are several ways of visualizing DEI survey data including through pie-charts, bar graphs, line charts, and graphic call-out.
  • Pie charts can be used to analyze different data categories in the same group. To get clear visuals, keep the survey data points of a pie chart below five. It is advisable to be used with data group categories with lower responses as “other.”
  • Bar graphs can be used to compare DEI survey responses from different data groups to showcase simple trends and how they change over time. It can be applied to analyze how different employee segments responded to a question, and also compare to previous surveys to capture the trends.
  • Line charts/graphs are effective when comparing two sets of data, and vital when displaying small, significant changes that wouldn’t be noticeable in other presentations. A call-out graphic is essential for data that should be noticeable, as it helps present single data separate from other facts to attract attention

4. Other Useful Insights

  • Before any DEI survey is designed, specific measurable CTQ (critical to quality) characteristics need to be identified to promote meaningful and quantitative data on employee engagement. The diagram below shows a method to determine CTQs and whether the questions in the DEI surveys are relevant to the course.

This is the traditional flowchart to determine the CTQ for employee engagement:

  • After conducting employee engagement surveys, like the DEI surveys, the leadership of a firm needs to analyze the survey results objectively and take the necessary action on them to improve employee performance and diversity and inclusion culture.
  • Employee engagement initiatives require continuous process improvement, like the capability maturity model integration (CMMI) process. Below is a diagram showing a process flow of data driven-employee engagement.
The picture shows a process flow of data-driven Employee Engagement.
Glenn is the Lead Operations Research Analyst at The Digital Momentum with experience in research, statistical data analysis and interview techniques. A holder of degree in Economics. A true specialist in quantitative and qualitative research.


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