Diversity & Inclusion Survey
Understand how inclusive, fair, and respectful your current team environment feels in everyday work situations.
This short assessment helps you explore whether people feel respected, heard, included, and able to contribute fully. You’ll get a score, clear interpretation ranges, and practical context to help you reflect on the team environment more honestly.
What this survey helps you understand
- Whether people feel respected and valued
- Whether different viewpoints are welcomed
- Whether decisions and opportunities feel fair
- How inclusive the team environment feels in practice
Why it matters
Inclusion affects whether people feel safe to contribute, whether ideas are heard, and whether fairness is visible in everyday work.
What you get
A score out of 60, clear scoring ranges, and an explanation of what your result may suggest about inclusion in your team.
Who it’s for
Managers, team leaders, HR professionals, founders, and team members who want a clearer view of how inclusive the environment really feels.
How the Diversity & Inclusion Survey works
You’ll respond to a short set of statements about fairness, respect, belonging, openness, and whether different perspectives are genuinely welcomed. Each response contributes to a total score.
Answer honestly
Respond based on your real experience of the team environment, not how things are supposed to look in theory.
Get your score
Your responses produce a score out of 60, which places your result in a low, moderate, or strong inclusion range.
Interpret the result
Use the score to reflect on how fair, respectful, and inclusive the team environment currently feels.
How to interpret your score
Your result is shown as a total score out of 60. The ranges below help you understand how inclusive the current team environment may feel.
12–24
Low Inclusion
Some people may feel less heard, less included, or less comfortable contributing fully.
25–42
Moderate Inclusion
There is some inclusion, but the experience may not feel equally consistent for everyone.
43–60
Strong Inclusion
The environment appears more respectful, fair, and open to different perspectives.
What inclusion looks like in real teams
Inclusion is not just about representation or policy. It shows up in everyday behavior: who gets heard, who gets trusted, who gets opportunities, and who feels safe enough to contribute honestly.
In stronger team environments, different perspectives are taken seriously and fairness feels more visible. In weaker ones, exclusion can be subtle but still affect trust, contribution, and engagement.
This survey is useful when you want to:
- Understand whether the team feels respectful and fair in practice
- Spot whether some voices are less included than others
- Reflect on openness to different perspectives
- Start better conversations about belonging, fairness, and team culture
What happens after you complete it
You’ll see your score
Your result appears as a score out of 60, with clear ranges that show whether inclusion currently appears low, moderate, or strong.
You’ll get context
The result helps you reflect on how fairness, belonging, openness, and respect may be shaping the team environment.
Ready to explore your team’s inclusion climate?
It only takes a few minutes, and the result can give you a clearer view of whether people feel respected, included, and able to contribute fully.
Take the Diversity & Inclusion SurveyFAQ
What does this survey measure?
It measures how inclusive the current team environment feels, including respect, fairness, belonging, openness to different perspectives, and comfort expressing views.
Who should use the Diversity & Inclusion Survey?
It can be useful for managers, team leaders, founders, HR professionals, and team members who want to better understand how inclusive the environment feels in everyday work.
How long does it take?
Most people can complete it in about 3 to 4 minutes.
What do the score ranges mean?
Scores from 12–24 suggest lower inclusion, 25–42 suggest moderate inclusion, and 43–60 suggest stronger inclusion and a more supportive team environment.
Is this a diagnosis or a starting point?
It works best as a starting point. It helps surface patterns and prompt reflection, but it should be interpreted alongside real team experience and discussion.