When it comes to employee engagement survey tools, crafting great questions about DEI engagement is crucial for understanding your workplace climate.
This article shares effective DEI engagement questions and explores how AI-powered conversational surveys can uncover deeper, nuanced stories about diversity, equity, and inclusion while ensuring every voice remains anonymous and valued.
Great questions for measuring DEI engagement
Designing a meaningful DEI survey begins with the right questions. I like to organize these into focused categories, encouraging open-ended answers and authentic storytelling that reveal both perceptions and lived experiences.
Belonging & Inclusion
Can you share a recent moment when you felt a strong sense of belonging here? What made that experience stand out?
How comfortable do you feel expressing your authentic self at work? What factors support or challenge this?
In what ways does your team recognize or celebrate diverse backgrounds and perspectives?
Have you ever felt left out in a group setting here? What happened, and how did it affect you?
Equity & Fairness
Can you describe a situation where you felt workplace opportunities were distributed fairly or unfairly?
Have you ever noticed differences in how policies are applied to different employees?
Do you feel everyone—regardless of background—has equal access to development, training, or advancement?
Have you experienced or observed pay or promotion disparities? What context can you share?
Psychological Safety
Can you recall a time when you voiced an unpopular opinion at work? How did your team respond?
How comfortable are you taking risks or admitting mistakes in this organization?
Do you feel your input is genuinely welcomed, especially when it differs from the majority?
If you’ve held back from speaking up, what held you back?
Leadership Commitment
What actions from leaders make you feel they are truly committed to DEI?
Have senior leaders demonstrated openness and transparency regarding DEI initiatives? Please share an example.
How do you see leadership modeling inclusive behavior in everyday work?
What improvements would you want leaders to make around DEI topics?
According to Gartner, organizations with high inclusivity scores see a 27% increase in team performance—demonstrating the real business impact of meaningful DEI engagement. [1]
Let’s compare traditional survey questions with a conversational approach powered by AI:
Traditional DEI Question | Conversational DEI Question |
|---|---|
Do you feel included at work? | Can you describe a time when you felt particularly included or excluded in a team meeting? What happened? |
Is this company inclusive? | What steps do you think could help our organization foster greater inclusion? |
Are advancement opportunities equal for everyone? | Can you share an example when advancement felt fair or unfair for you or a colleague? |
How AI follow-ups uncover deeper DEI insights
Static questions have limits, but conversational AI surveys make it easy to dig deeper—always with respect for privacy. When someone responds, Specific’s AI instantly tailors follow-up prompts, helping employees elaborate on their experiences and feelings in a way that feels natural and respectful.
For example:
Scenario 1: An employee answers, “I sometimes hesitate to speak up during meetings.”
The AI might follow with:
"What would make you feel more comfortable sharing your ideas with the group?"
This uncovers specific workplace dynamics or suggestions—insights you don’t get from closed questions alone.
Scenario 2: A respondent notes: “Management talks about DEI, but it feels like just talk.”
AI follow-up could be:
"Can you describe a situation where you felt leadership could have demonstrated more genuine commitment to DEI?"
Now you know where action—not just words—is missing.
Scenario 3: Someone shares, “I felt left out of team social events.”
The AI might ask:
"What could the team do to make these events feel more welcoming for everyone?"
This switches the conversation from problems to actionable solutions—and builds trust that feedback will lead to change.
Our conversational approach makes employees feel genuinely heard, not just surveyed. For more about follow-up logic, you can read about how automatic AI follow-up questions work in Specific.
Privacy-first approach:
AI-driven surveys like Specific never ask for identifying details, and responses are analyzed only in aggregate—so employees can safely share both positive and vulnerable experiences without fear of retribution or exposure.
Using inclusive language in your DEI surveys
Strong DEI survey design means using words that honor the full spectrum of identities and backgrounds. Here are a few essentials for inclusive, neutral language:
Exclusive Language | Inclusive Language |
|---|---|
Do you feel like a 'cultural fit'? | Do you feel your unique perspective is valued in our organization? |
He or she may share feedback. | They may share feedback. |
What does your spouse (husband/wife) think? | What does your partner think? |
Where are you really from? | Can you tell us about your background? |
Gender-neutral phrasing: Always use “they” instead of assuming pronouns; offer open fields for employees to self-identify; ask about “partner” not “husband/wife.” Example:
"Which pronouns do you use? (e.g., she/her, he/him, they/them, other: please specify)"
Cultural sensitivity: Frame every question so it welcomes diverse traditions and cultures. For example, instead of “Do you celebrate national holidays with colleagues?”, try:
"Are there cultural or religious holidays that are meaningful to you and that you'd like us to acknowledge as a team?"
AI can also adapt to a respondent’s preferred language and tone—boosting comfort and trust. When building your conversational DEI survey with AI, you can specify these preferences to align with your audience.
Overcoming common DEI survey challenges
Let’s face it: DEI topics are sensitive, and “survey fatigue” can be real. But conversational, AI-powered formats turn static forms into real dialogue—breaking monotony and increasing meaningful engagement. When surveys feel like a conversation instead of an interrogation, more employees join in, and the quality of data skyrockets.
If someone shares something emotional or difficult, AI can acknowledge it and offer thoughtful follow-ups—not just a checkbox. Handling this sensitively is core to earning trust and gathering authentic stories. Robust AI tools also allow you to analyze sensitive DEI data responsibly—summarizing themes while protecting anonymity.
Building trust: Employees are far more likely to open up when they feel like they’re talking to someone who listens and adapts. Conversational surveys break down barriers, surfacing both daily issues and silent wins, so change starts from real voices—not assumptions.
If you’re not running conversational DEI surveys, you’re missing out on authentic employee voices and the nuanced, actionable insights that can truly move diversity, equity, and inclusion forward.
Transform your DEI engagement measurement
Conversational surveys aren’t just more engaging—they deliver richer, actionable insights into your DEI climate. With Specific, you can quickly launch custom, AI-powered DEI surveys that capture nuanced employee experiences while preserving anonymity and fostering trust. Create your own survey and start getting deeper, story-rich DEI insights from day one. Make every employee voice heard—because only then can real, inclusive change happen.