Diversity & Inclusion Program Effectiveness Survey
HR leaders, DEI program owners, and talent heads evaluate, compare, and navigate inclusion initiatives, program reach, and workforce equity metrics, so you can sharpen program positioning, fix retention gaps, and benchmark conversion across underrepresented talent segments.
CONTEXT & RELEVANCE
Why run this survey now
Most Chief People Officers don't lose diverse talent purely on compensation. They lose them due to uneven sponsorship access, opaque promotion criteria, manager bias in performance cycles, psychological safety gaps, and ERG programs disconnected from career outcomes, none of which fully show up in engagement survey scores or attrition dashboards.
If you are...
- Chief People Officer, enterprise
- D&I program lead, scaling
- Talent acquisition head, underrepresented hiring
- CHRO, board reporting pressure
RESEARCH THEMES
What This Survey Investigates
Eight interconnected research themes that map the complete D&I program journey from policy design to sustained workforce impact.
Program Awareness
- Employee awareness across seniority levels
- Communication channel reach, frequency
Leadership Commitment
- Senior leader visibility in D&I initiatives
- Accountability structures, sponsorship signals
Inclusion & Belonging
- Day-to-day belonging across identity groups
- Psychological safety, voice equity
Equity & Fairness
- Pay equity perception, promotion fairness
- Bias in performance review processes
Program Effectiveness
- Perceived impact of training, ERGs, mentoring
- Behavior change attribution, program ROI signals
Representation & Hiring
- Diverse slate practices, sourcing channel gaps
- Representation targets, pipeline conversion rates
Retention & Advancement
- Attrition risk among underrepresented groups
- Sponsorship access, career mobility barriers
Measurement & Accountability
- D&I KPI tracking, reporting cadence
- Goal-setting rigor, consequence structures
SAMPLING STRATEGY
Tell us about your ideal sample
Help us understand your target respondent profile. Select what applies, we'll design the optimal sample plan based on your inputs.
METHODOLOGY
Survey approach
For the Diversity & Inclusion Program Effectiveness Survey, we recommend a quant-first design with flexible data-collection modes to balance reach, depth, and verification across workforce segments and program cohorts.
EXECUTION PROCESS
How we execute
A proven 9-step process from scoping to delivery, designed to ensure quality, speed, and actionable insights.
Define the decision frame
Confirm objectives, target cohorts, geographies, and reporting cuts
Define the decision frame
Design the instrument
Build workstream modules mapped to outputs (drivers, friction, pricing, retention, trust)
Design the instrument
Lock the questionnaire
Review wording, sequencing, LOI, and competitive context; approve final version
Lock the questionnaire
Pilot and calibrate
Test comprehension and ease quality; refine quotas and remove friction where needed
Pilot and calibrate
Run fieldwork
Execute collection with active quota management and feasibility controls
Run fieldwork
Assure quality
Dedupe, attention checks, speed/consistency rules, removals with audit trail
Assure quality
Prepare the dataset
Clean data and deliver codebook/variable definitions
Prepare the dataset
Analyse and synthesise
Driver ranking, leakage diagnostics, pricing bands, segment insights
Analyse and synthesise
Deliver and align
Executive deck (optional dashboard) and leadership readout with recommendations
Deliver and align
COMMERCIAL TERMS
Request a Commercial Proposal
Pricing depends on cohort, geography, sample size, approach, LOI, and deliverables. Configure below for an indicative estimate.
Select Sample Size
Geography
Select Mode of Survey
Length of the Interview
$0.00
+ applicable taxes
Cost Breakdown
Note: Estimate is indicative only. Final pricing is subject to scope finalization after discovery call.
REFERENCE CASELETS
Reference
Real-world examples of survey work in the diversity and inclusion program space.
Inclusion perception gaps across workforce segments & levels (India)
OBJECTIVE
WHAT WE DID
DELIVERED
Inclusion perception gaps across workforce segments & levels (India)
Manager behavior & D&I program messaging resonance (Pan-India)
Inclusion perception gaps across workforce segments & levels (India)
OBJECTIVE
A large professional services firm needed to isolate where mid-career women and employees from underrepresented communities diverged from majority-group peers on psychological safety, sponsorship access, and promotion-readiness perception across three seniority bands.
WHAT WE DID
Ran a structured quantitative survey across 1,200 employees in six cities, capturing belonging scores, manager advocacy ratings, visibility in high-stakes projects, and self-reported barriers to advancement, segmented by gender, community, and grade band.
DELIVERED
A segment-level perception gap map , a ranked barrier inventory by identity group and seniority band, and a set of intervention priority corridors tied to the moments where inclusion scores dropped most sharply across the employee lifecycle.
FREQUENTLY ASKED QUESTIONS
Common Questions
Answers to frequently asked questions about this survey mandate.
What decisions will this survey enable?
Who is the buyer vs who are the respondents?
Can we see differences between frontline employees, mid-level managers and senior leaders?
How will you measure program effectiveness beyond simple satisfaction ratings?
Will the survey map the full employee inclusion journey and drop-offs?
Can this survey inform product and pricing strategy?
How will findings improve our talent retention and promotion equity outcomes?
Still have questions?
Schedule a discovery call to discuss your specific needs and get a custom quote.