Diversity, equity, and inclusion (DEI) are pillars of building a smarter and stronger team. According to a Glassdoor survey, 76% of job seekers indicate that a diverse workforce is a key factor in evaluating companies and job offers.
When people from different backgrounds, identities, and life experiences work together, creativity and innovation thrive, decisions improve, and businesses grow in revenue and reputation.
But here’s a thing, DEI can’t be assumed; it must be measured. For that, we have DEI surveys that give employees a voice and leadership a roadmap to create a more sustainable workplace.
In this blog, we’ll focus on the first pillar: diversity. Specifically, we’ll walk through the most effective diversity survey questions to help you uncover what’s working, what’s missing, and where your organization can grow.
What Is Diversity in the Workplace?
Diversity in the workplace refers to the presence of people who have visible or non-visible differences. The differences here can include race, ethnicity, gender, age, religion, disability, sexual orientation, education, socioeconomic background, and even individual thought patterns and problem-solving approaches.
In a diverse workplace, you might see:
- Women in leadership positions
- Employees who speak multiple languages
- Neurodivergent team members are supported with inclusive tools
- Intergenerational collaboration across teams
- Cultural holidays and practices are being acknowledged company-wide
It is the responsibility of an organization to create and maintain an environment where the differences are appreciated and recognized as strengths, not challenges.
The 4 Types of Diversity in the Workplace
There are four different types of diversity in the workplace: internal, external, organizational, and worldwide. Keep reading to learn about each one and how understanding them helps you build truly inclusive teams. Let’s break them down:
Internal Diversity
Internal diversity refers to the traits people are born with or that are inherent to their identities. Such characteristics are impossible for anyone to change. These traits often determine how someone is perceived and treated in society and at work.
Here are some examples:
- Race
- Ethnicity
- Cultural identity
- Gender identity
- Age
- Sexual orientation
- National origin
- Physical or cognitive ability
External Diversity
The term' external' describes things that are related to an individual but not characteristic of them from birth. It's about personal choices as well as socioeconomic background and education. These factors often influence how people communicate, make decisions, and relate to others.
Some examples are:
- Education
- Personal interests
- Citizinshi
- Religious beliefs
- Political affiliation
Appearance - Socioeconomic status
- Marital status
- Parental status
Organizational Diversity
Organizational diversity is also known as functional diversity, related to the differences in people who work within the same organization. Diversity of roles and experience helps break down silos and improves collaboration across teams.
These include:
- Job function or department
- Seniority level
- Tenure at the company
- Work location (remote, hybrid, in-office)
- Management vs. non-management roles
Worldview Diversity
The fourth type of diversity is the worldview that changes with time. It refers to the differences in how people see the world, often shaped by internal, external, and organizational diversity combined.
Some examples include:
- Outlook in life
- Cultural perspectives
- Moral values
- Personal experiences
- Generational differences
Benefits of a Diverse Workforce
Diversity in a workforce brings numerous tangible and intangible benefits that contribute to an organization's overall success. Let’s take a look at them.
Improved innovation
Companies with more diverse management teams have 19% higher innovation revenue.
People who have lived similar lives tend to come up with similar solutions, which is not a bad thing until your company faces consequences. When you bring people from different backgrounds and experiences together, diverse perspectives come together to bring fresh ideas and creative problem-solving.
More thoughtful and inclusive decision making
Diverse teams make better business decisions 87% of the time.
A diverse workforce views challenges from different angles, which means they can spot assumptions and raise concerns that others might miss. A mix of voices leads to informed decisions that have a better chance of contributing to organizational success.
More Engaged and Loyal Employees
Employees who feel their voice is heard are 4.6x more likely to feel empowered to perform their best work.
When employees feel seen, heard, and respected, a high level of engagement and motivation is the result. Engaged employees are more committed to their work and are likely to stay longer, resulting in enhanced productivity and retention.
Higher Customer Satisfaction
Companies that prioritize diversity are 70% more likely to capture new markets.
A diverse workforce brings empathy, cultural understanding, and unique insight to customer interactions. When employees can relate to the people they serve, it leads to improved experiences, better service, and more effective results.
A stronger employer brand
86% of job seekers say a company’s commitment to workplace diversity affects their decision to work there.
In today’s socially conscious world, people care about who they work for and what those companies stand for.
When you champion diversity and inclusion, you don’t just build a better team, you send a signal to future talent and customers: This is a workplace where everyone is welcome. That message matters. A lot.
How Diversity Works with Equity & Inclusion
Think of it like this:
- Diversity is having a mix of people in the room.
- Equity is making sure everyone can get in the door and reach the table.
- Inclusion is making sure everyone’s voice is heard once they’re there.
40+ Diversity Survey Questions That Actually Get Honest Answers
Here’s a breakdown of common types of diversity survey questions used across modern workplaces:
Workplace Diversity Survey Questions
Workplace diversity survey questions help you understand how diverse your workplace is in everyday experience. Here are some questions you can ask:
- On a scale of 1 to 10, how diverse is your workplace?
- Have you ever experienced or witnessed bias or discrimination here?
- Do you believe diversity is the core value of this organization?
- My background and identity are respected in this workplace.
- The company actively works to hire people from underrepresented groups.
- I feel comfortable talking about my cultural background or identity at work.
- Give suggestions on how we can improve diversity in the organization.
Cultural Diversity Survey Questions
These questions help you explore whether employees feel that their cultural identity is recognized, respected, and included in the workplace. The following are some sample questions you can use in your diversity survey:
- Do you feel your culture is acknowledged and valued in the workplace?
- Have you ever felt excluded due to cultural differences?
- Are there opportunities to share or celebrate your culture at work?
- I feel that cultural differences are seen as a strength in this organization.
- People from different cultural backgrounds collaborate effectively in my team.
- I believe my voice is heard, even when my cultural perspective is different.
Gender Diversity Survey Questions
Gender equity has long been a social challenge that organizations have been working to overcome. It’s about equality, respect, and fairness in every aspect of the employee experience. Use the following questions in diversity surveys to gather valuable insights about gender diversity in the workplace:
- Do you feel safe expressing your gender identity at work?
- Do you believe people of all gender identities have equal opportunities for promotion?
- Do you feel your gender affects how you’re treated at work?
- Have you ever experienced or witnessed gender bias or discrimination here?
- I am treated fairly regardless of my gender.
- Gender bias is actively addressed in our hiring and evaluation processes.
- I see gender diversity in project leadership and decision-making roles.
Diversity Demographic Survey Questions
These Questions help you who make up your workforce, not just in numbers but in identities. Always explain why you’re collecting demographic data, how it will be used, and who will see it. Following are some sample questions you can use in your diversity survey:
- What is your gender identity?
- What is your race/ethnicity?
- What is your age group?
- What is your sexual orientation?
- What is your highest level of education completed?
- What is your primary language?
Diversity and Inclusion Questions for Leaders
Leadership sets the tone for an inclusive workplace. These survey questions focus on how employees perceive their leaders’ commitment to diversity, equity, and inclusion (DEI). Here are some questions to help you with the survey:
- Do you believe your company’s leaders are genuinely committed to DEI?
- Does your manager promote inclusion during team meetings and decisions?
- Are diverse perspectives regularly included in leadership decisions?
- Our leaders actively promote diversity, equity, and inclusion.
- My manager fosters an inclusive team environment.
- I see my leaders consistently model inclusive behavior.
Cognitive Diversity Survey Questions
These survey questions help uncover whether your workplace values and supports neurodiversity, learning differences, and varied problem-solving approaches. The following are some sample questions you can ask your employees:
- Do you feel your thinking style is supported and understood in your role?
- Have you received training on working with diverse cognitive styles?
- I feel my unique thinking style is appreciated at work.
- The company supports different learning and communication styles.
- Diverse perspectives are welcomed when brainstorming or planning.
- I don’t feel pressured to conform to a specific way of thinking.
Global or Multinational Diversity Questions
These survey questions help you understand how diversity is perceived across different regions, offices, and cultural contexts, and whether employees feel equally included, regardless of their location.
- Do you feel the company’s DEI efforts reflect your region’s unique culture?
- Are there opportunities to share local perspectives with the global team?
- Do you feel equally valued as employees based in headquarters?
- Are DEI trainings or programs accessible in your local language?
- Our diversity initiatives are tailored to be culturally appropriate for our region.
- I feel included and supported regardless of my office location or country.
- Regional leaders promote DEI values just as strongly as global leadership.
Create Your Diversity Surveys with TheySaid
If you’ve made it this far, you're already committed to building a more diverse and inclusive workplace. That’s a big deal. But here’s the truth:
Most DEI surveys? They don’t go deep enough.
They give you surface-level data, sure, but they miss the stories, the patterns, the why. That’s where TheySaid comes in.
With TheySaid, you’re not just sending a survey. You’re starting a conversation. A real one powered by AI that actually helps you listen to your team and learn what’s really going on.
What makes it different?
- Questions that feel natural (not robotic or cold)
- AI surveys that adapt based on who’s answering
- Deeper insights without the spreadsheet headaches
- And yep, you can even run AI interviews to hear the full story, in your team’s own words.
Key Takeaways
- Audit your current DEI efforts to see if all four types of diversity are represented: internal, external, organizational, and worldview.
- Use both statement-based and question-style survey items to gather richer, more honest responses.
- Add cognitive and cultural diversity questions to capture often-overlooked perspectives.
- Customize surveys by region to make your global DEI strategy more locally relevant.
- Don't just collect answers, follow up with visible action and communication.
- Use AI-powered tools like TheySaid to build smarter surveys and run deeper, real-time interviews.
- Track diversity trends over time to see if inclusion efforts are improving engagement and retention.
FAQs
What’s the difference between diversity, equity, and inclusion?
Diversity is who’s in the room, equity is about access and fairness, and inclusion ensures everyone feels valued, heard, and safe.
How do I make sure my diversity survey is inclusive?
Use clear, respectful language, make sensitive questions optional, and provide options like “Prefer not to say” or self-describe fields for gender, race, and other identities.
Can AI tools help with DEI surveys?
Yes. Platforms like TheySaid use AI to create more dynamic, personalized surveys and conduct conversational AI interviews, helping you go deeper than traditional forms.
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