Part 1: About You and Your Organization

What is your current job title?

What percentage of your role is dedicated to DEI?

100%
75-99%
50-74%
25-49%
10-15%
1-10%
0%
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What type of organization do you work for?

Corporate Entrerprise
Consulting
NGO or Non Profit
Government
Healthcare
Education
Other
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What is the size of your organization?

<50 employees
50 - 500 employees
501 - 1,000 employees
1,001 - 2,500 employees
2,501 - 5000 employees
5001 - 15000 employees
15,000+ employees
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Where is your organization headquartered?

Country

Afghanistan
Albania
Algeria
American Samoa
Andorra
Angola
Anguilla
Antarctica
Antigua and Barbuda
Argentina
Armenia
Aruba
Australia
Austria
Azerbaijan
Bahamas
Bahrain
Bangladesh
Barbados
Belarus
Belgium
Belize
Benin
Bermuda
Bhutan
Bolivia
Bosnia and Herzegovina
Botswana
Bouvet Island
Brazil
British Indian Ocean Territory
Brunei Darussalam
Bulgaria
Burkina Faso
Burundi
Cambodia
Cameroon
Canada
Cape Verde
Cayman Islands
Central African Republic
Chad
Chile
China
Christmas Island
Cocos (Keeling) Islands
Colombia
Comoros
Congo
Congo, The Democratic Republic of the
Cook Islands
Costa Rica
Cote D"Ivoire
Croatia
Cuba
Cyprus
Czech Republic
Denmark
Djibouti
Dominica
Dominican Republic
Ecuador
Egypt
El Salvador
Equatorial Guinea
Eritrea
Estonia
Ethiopia
Falkland Islands (Malvinas)
Faroe Islands
Fiji
Finland
France
French Guiana
French Polynesia
French Southern Territories
Gabon
Gambia
Georgia
Germany
Ghana
Gibraltar
Greece
Greenland
Grenada
Guadeloupe
Guam
Guatemala
Guernsey
Guinea
Guinea-Bissau
Guyana
Haiti
Heard Island and Mcdonald Islands
Holy See (Vatican City State)
Honduras
Hong Kong
Hungary
Iceland
India
Indonesia
Iran, Islamic Republic Of
Iraq
Ireland
Isle of Man
Israel
Italy
Jamaica
Japan
Jersey
Jordan
Kazakhstan
Kenya
Kiribati
Korea, Democratic People"S Republic
Korea, Republic of
Kuwait
Kyrgyzstan
Land Islands
Lao People"S Democratic Republic
Latvia
Lebanon
Lesotho
Liberia
Libyan Arab Jamahiriya
Liechtenstein
Lithuania
Luxembourg
Macao
Macedonia, The Former Yugoslav Republic of
Madagascar
Malawi
Malaysia
Maldives
Mali
Malta
Marshall Islands
Martinique
Mauritania
Mauritius
Mayotte
Mexico
Micronesia, Federated States of
Moldova, Republic of
Monaco
Mongolia
Montenegro
Montserrat
Morocco
Mozambique
Myanmar
Namibia
Nauru
Nepal
Netherlands
Netherlands Antilles
New Caledonia
New Zealand
Nicaragua
Niger
Nigeria
Niue
Norfolk Island
Northern Mariana Islands
Norway
Oman
Pakistan
Palau
Palestinian Territory, Occupied
Panama
Papua New Guinea
Paraguay
Peru
Philippines
Pitcairn
Poland
Portugal
Puerto Rico
Qatar
Reunion
Romania
Russian Federation
Rwanda
Saint Helena
Saint Kitts and Nevis
Saint Lucia
Saint Pierre and Miquelon
Saint Vincent and the Grenadines
Samoa
San Marino
Sao Tome and Principe
Saudi Arabia
Senegal
Serbia
Seychelles
Sierra Leone
Singapore
Slovakia
Slovenia
Solomon Islands
Somalia
South Africa
South Georgia and the South Sandwich Islands
Spain
Sri Lanka
Sudan
Suriname
Svalbard and Jan Mayen
Swaziland
Sweden
Switzerland
Syrian Arab Republic
Taiwan
Tajikistan
Tanzania, United Republic of
Thailand
Timor-Leste
Togo
Tokelau
Tonga
Trinidad and Tobago
Tunisia
Turkey
Turkmenistan
Turks and Caicos Islands
Tuvalu
Uganda
UK
Ukraine
United Arab Emirates
United States
United States Minor Outlying Islands
Uruguay
Uzbekistan
Vanuatu
Venezuela
Viet Nam
Virgin Islands, British
Virgin Islands, U.S.
Wallis and Futuna
Western Sahara
Yemen
Zambia
Zimbabwe
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How long have you been doing DEI related work?

<1 year
1-2 years
3-5 years
6-10 years
10+ years
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Are you an internal employee or an external consultant providing solutions to organizations? *

Internal employee

External consultant

Part 2: Strategic Focus and Implementation

What are your organization’s current DEI focus areas? (Select all that apply)

Talent acquisition

Retention and advancement

Diversity representation

Inclusive leadership capability

Workforce inclusion capability

Inclusive policy or process review

Equity audits or diagnostics

Psychological safety

ERG or affinity group engagement

DEI governance or accountability

Customer/community inclusion

Other

Which best describes your organization’s approach to DEI strategy?

Reactive

Tactical (short-term initiatives)

Strategic (long-term and integrated)

Transformational (systemic and culture-wide)

What frameworks or guiding principles (if any) does your organization use to guide its DEI work?

Section 3: Methods for Creating Inclusion

Which of the following approaches does your organization currently use to create inclusion? (Select all that apply)

Training and workshops

Inclusive recruitment practices

Policies and processes

ERGs or affinity groups

Inclusive communications and storytelling

Addressing unconscious bias

Inclusive decision-making practices

Inclusive environmental/space design

Leadership performance measures linked to inclusion

Use of consultants or external advisors

Use of technology or AI tools

Use of frameworks or toolkits

Community or stakeholder engagement

Days/months of celebration

Other

How are inclusion efforts typically implemented in your organization?

Ad hoc or inconsistently
Bottom-up (employee- or ERG-led)
Through formal DEI committees/councils
Top-down (executive-led)
DEI or HR department led
Embedded across organizational departments/teams
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How would you describe the dominant mindset or philosophy driving your organization’s inclusion work? (Select up to two)

Compliance and risk mitigation
Values- or purpose-driven
Innovation and business advantage
Social justice and equity
Employee well-being and engagement
Customer or community responsiveness
Market competition
Other
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What methods or initiatives have been most effective in improving inclusion—and why?

Section 4: Planned Activities (Next 12-months)

What DEI activities or initiatives are planned in your organization over the next 1-2 years?

Updating DEI strategy

Conducting DEI surveys or diagnostics

DEI training and workshops

Events, summit, and/or days of celebration

Policy or process review and revision

Evolving or launching ERGs

Pay equity or representation audits

Inclusive recruitment or promotion initiatives

Engaging consultants or experts

Developing inclusive leadership capability

Improving governance or accountability

Piloting inclusion tools or technologies

Improving data collection and DEI reporting

Executive leadership engagement in DEI

Other (please specify)

Which of these planned activities do you consider most critical to achieving your DEI goals—and why?

Are any of your planned DEI activities at risk of being deprioritized, delayed, or having funding pulled?

Yes, already have

Yes, I'm expecting it

Unsure/Maybe

Why?

Section 5: Resourcing and Management

Do you have a dedicated DEI budget?

Yes
No
DEI is part of a broader HR/People budget
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If known, what is your approximate annual DEI budget?

How is your DEI work predominantly resourced?

Internal DEI team

Volunteer ERG/affinity groups

Shared roles

External support

Embedded into the business

Other

What kinds of resources or support would enhance your ability to create inclusion?

What methods do you use to evaluate the impact of DEI efforts? (Select all that apply)

Employee engagement survey

Inclusion-specific survey

Demographic and workforce data

Retention or promotion metrics

Performance or productivity measures

Feedback loops from ERGs or employees

Third-party audits or certification

Adoption or utilization of inclusive ways of working

We don’t formally evaluate DEI outcomes

Other

How would you rate your organization’s progress on DEI in the past 12-months?

Significant regression
No noticeable change
Some progress
Significant progress
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Section 6: Shifting Landscape and Future Outlook

Has your DEI work been impacted by recent political, legislative, or cultural shifts?

Yes

Maybe/Unsure

If you have had to adjust your approach to navigate a shifting landscape, what have you done (or plan to do)?

What trends or changes do you think will shape the DEI field over the next 3–5 years?

Do you think DEI needs to evolve to adjust to the shifting landscape? If yes, how? If no, why?

What is currently missing in the DEI field that would enable greater impact? (e.g., tools, research, frameworks, technologies, systemic levers)

If you could solve one major issue in the DEI space, what would it be—and why?

Section 7: Final Questions

If you would like to receive a copy of the survey findings and report, please share your email.

Please share anything else that could help deepen the understanding of the evolving DEI landscape.