Inclusion and belonging survey
Fifteen questions on fair treatment, voice, belonging, opportunity and how difference is handled day to day. Pooled and anonymous, so you get lived experience rather than policy paperwork.
- Questions
- 15
- Reviewer time
- About 5 mins
- Typical cadence
- Annually, or every six months while you are working on it
What this assessment is for
An EDI policy tells an inspector what you intend. It does not tell you whether people can be themselves, whether opportunities are genuinely open, or whether poor behaviour gets challenged. This survey measures what actually happens.
A team-level survey on fair treatment, voice, belonging, opportunity and how difference is handled day to day. Pooled and unattributed. Gives you honest EDI evidence beyond the policy documents.
Who does what
How fair and inclusive your workplace feels - the organisation, not a person.
Staff you invite answer anonymously. Results are pooled.
Checking belonging and fairness across a team or site.
Reviewers: Everyone in the team - responses are pooled, never attributed.
What it measures
15 statements across 5 themes, each rated on a 1 to 5 scale.
Fair treatment
Everyone is treated fairly, whatever their background.
Voice
Different views are heard and taken seriously.
Belonging
People can be themselves and feel part of the team.
Opportunity & progression
Opportunities are open to everyone on merit.
Handling difference
Difference is accommodated and poor behaviour is challenged.
- People here are treated fairly regardless of their background or identity.
- Decisions about work, shifts and opportunities are made fairly.
- Everyone is treated with respect, whatever their role.
- People with different views are genuinely listened to.
- It is safe to disagree with how things are done.
- Good ideas are taken up whoever they come from.
A sample of the 15 statements included.
Inside your report
What you get when the responses are in
- Scores across fair treatment, voice, belonging, opportunity and progression, and handling difference
- Pooled, unattributed responses
- The specific statements scoring lowest - where to act first
- Repeatable scores so improvement can be demonstrated
When to run it
- Annual EDI measurement, or every six months while you are working on it
- Evidence for inspection, accreditation or an equality report
- Baseline before an inclusion programme, and re-measure after
- Multi-site organisations comparing lived experience between teams
The business case, in three numbers
Everything you need to justify the spend to a finance lead.
- Assessment cost
- £7.50
- Typical cost avoided
- 50%
- Break-even
- One retained employee pays for the survey many times over.
Including VAT, per assessment.
Lower turnover risk in high-belonging teams
- High workplace belonging is associated with around a 50% drop in turnover risk and a large performance uplift (BetterUp).
- Anonymous, behaviour-based questions get honest answers where an open forum does not.
- Gives you evidence for the inclusion commitments you already publish.
Figures are published UK benchmarks (CIPD, HSE and recruitment cost surveys) and are indicative, not a guarantee of savings in your organisation.
How it works
1. Set it up and pay
Create the cycle, pay £7.50 including VAT, or use half an assessment credit if your organisation holds a credit wallet.
2. People tap a link
Everyone you invite gets a unique magic link. No account, no password, works on a phone.
3. Read the report
Scores, gaps and comments are assembled as responses come in, ready to take into the conversation.
Frequently asked questions
Do you collect protected characteristics?
No. The survey measures experience, not demographics, and responses are pooled so nothing can be traced to an individual.
Can we use this as EDI evidence?
Yes. It gives you dated, themed, repeatable measurement of lived experience, which is what most EDI evidence is missing.
How often should we run it?
Annually as standard, or every six months while you are actively working on inclusion.
Other workplace assessments
Onboarding check-in
Catch a bad start before it becomes a resignation.
Probation review
Walk into the probation meeting with evidence, not vibes.
Training impact
Prove that the training changed something.
Training needs analysis
Find the gaps before you spend the budget.
Customer service 180
How your frontline really comes across.
Team pulse
Eighteen questions that tell you how the team is really doing.
Wellbeing check
See burnout coming before the sick note.
Exit insights
Leavers tell you what stayers will not.
Ready to run it?
Set up the cycle, invite the people you want to hear from and get your report.£7.50 including VAT, or through your organisation's credit wallet.