This article will guide you how to create an Employee survey about Diversity and Inclusion in just a few clicks. With Specific, you can build a professional, conversational survey in seconds—no technical skills required. Try it now and generate an Employee survey about Diversity and Inclusion instantly.
Steps to create a survey for employees about diversity and inclusion
If you want to save time, just generate a survey with Specific.
Tell what survey you want.
Done.
That’s honestly it. You don’t even need to keep reading—AI handles the expert work for you. Specific's conversational survey builder will automatically ask relevant follow-up questions and make it easy for your employees to share meaningful feedback.
If you prefer to craft it from scratch or want to keep full control, our AI survey generator puts the entire process in your hands.
Why running a diversity and inclusion survey matters
Diversity and inclusion surveys are more than a checkbox—they’re essential for building workplaces where everyone feels valued and heard. Without them, companies miss out on critical insights that can unlock talent and drive better business outcomes.
Start with this: Only 28% of employees feel their organization is effectively fostering a diverse and inclusive culture [1]. That’s a staggering gap—and it signals urgent opportunities for improvement.
Missed signals for retention: Employees in inclusive environments are 5.4 times more likely to stay longer at their current company [2]. Not measuring inclusion means you might be losing great people and not even know why.
Competitive edge and innovation: Companies with diverse leadership are 33% more likely to outperform their competition financially [3]. Diversity drives fresh ideas and better decision-making at every level.
Recruitment matters: 67% of job seekers evaluate workplace diversity when considering offers [4]. If you’re not measuring and improving your approach, attracting top talent is much harder.
The importance of employee recognition surveys and benefits of employee feedback are clear: regular D&I surveys help surface hidden barriers, track progress, and turn commitments into measurable action. If you’re not running these, you’re missing out on both employee satisfaction and business results.
What makes a good diversity and inclusion survey?
If you want a survey your team will actually complete and take seriously, clarity and neutrality are key. The best diversity and inclusion surveys use clear, unbiased questions that encourage honest responses. The tone should be friendly and conversational—not robotic—so employees let their guard down and open up.
Here’s a quick visual on best practices:
Bad Practices | Good Practices |
|---|---|
Leading questions ("Don’t you think management is doing enough?") | Neutral questions ("How do you feel about our current D&I efforts?") |
Jargon or complicated wording | Simple, everyday language |
All multiple-choice questions | Mix of open-ended and structured questions |
No opportunity for elaboration | Follow-up prompts for detail |
How do you know if your survey works? Measure both the quantity and quality of responses. High participation means employees feel comfortable; high-quality, thoughtful answers mean your questions resonated. The sweet spot is getting both.
Question types and examples for an employee survey about diversity and inclusion
A great diversity and inclusion survey uses a blend of open-ended, multiple choice, and scale-based questions, each with unique benefits. The overall goal: gather both structured insights and the “why” behind them.
Open-ended questions are excellent for surfacing context and nuance. Use them to encourage employees to elaborate in their own words, especially when exploring feelings or suggestions—for example, after a broad prompt or when you want ideas.
In what ways does our workplace support diversity and inclusion, in your opinion?
What could we do better to ensure all employees feel included?
Single-select multiple-choice questions keep things scannable and help quantify perceptions quickly—perfect for topics where you want clear data but don’t want to force a single narrative.
How comfortable do you feel sharing diverse aspects of your identity at work?
Very comfortable
Somewhat comfortable
Not comfortable
Prefer not to say
NPS (Net Promoter Score) question measures employee advocacy for your company’s D&I efforts. This is great for benchmarking progress over time—and AI can follow up with “why?” queries to deepen your understanding. You can generate a D&I NPS survey for employees here.
How likely are you to recommend our company as a workplace committed to diversity and inclusion? (Scale 0-10)
Followup questions to uncover "the why" are essential for learning what’s beneath the surface. Whenever an answer is unclear or too brief, following up adds depth, surfaces pain points, or reveals a “hidden” motivator—think of it as ongoing user research, not just a one-off poll. For example:
If an employee writes, "I'm not comfortable here," the followup could be, "Can you share what would help you feel more included?"
If you want to explore a wider selection or see more sample questions, check out our guide: best questions for employee surveys about diversity and inclusion.
What is a conversational survey?
Traditional surveys feel stiff: you answer a list of questions and hit submit, with little human connection. A conversational survey does the opposite—it feels like a friendly chat, responding dynamically to your answers and gathering richer, more authentic data.
Here’s how traditional/manual survey creation stacks up against AI survey generation:
Manual surveys | AI-generated surveys |
|---|---|
Static, fixed questions | Dynamic, smart follow-ups in real time |
Slow to create and revise | Create and edit surveys in seconds |
Easy to lose context in responses | AI clarifies and digs deeper automatically |
Low engagement | Feels human and inviting—higher completion rates |
Why use AI for employee surveys? It makes the entire process faster, smarter, and a lot more effective. With tools like Specific, you just describe what you want—our AI handles the survey design and even nudges your respondents for richer details. Want to see how simple it is? Check out the step-by-step guide on how to create a survey.
With Specific’s industry-best conversational surveys, the process feels as easy for your employees as texting a colleague—and the insights you get are deeper, more thoughtful, and easier to turn into action.
The power of follow-up questions
Too often, employee surveys end up with generic responses that are impossible to interpret. That’s where follow-up questions—especially when automated with AI—change the game. With Specific’s automatic followup questions, you no longer need to send followup emails or guess what employees meant. The survey adapts on the spot, just like an expert interviewer.
Employee: "I don’t see many growth opportunities."
AI follow-up: "What specific opportunities would you like to see our company offer?"
This is what makes feedback clear and actionable instead of a guessing game.
How many followups to ask? In general, 2-3 followups are enough to get depth without overwhelming people. Make sure there’s always an option to skip if the respondent already shared enough detail. Specific lets you set these limits, so you get just the right amount of context.
This makes it a conversational survey—feedback collection shifts from a box-ticking exercise to a real (and productive) dialogue.
AI survey response analysis is easy: With Specific, you can analyze open-ended, unstructured answers in seconds. Just use our AI survey response analysis tool to chat about the results, summarize key trends, or ask for recommendations, no matter how much text you collect.
This approach is new, so if you want to see real conversational feedback in action, just try generating a survey yourself and watch the follow-ups unfold.
See this diversity and inclusion survey example now
Experience how easy and insightful the process can be—create your own survey and unlock honest feedback with the power of conversational AI. See richer employee insights and elevate your D&I strategy today.