Diversity Survey

Promote diversity in your organization through regular digital surveys using a mobile app

Published 21 Jun 2022

What is a Diversity Survey?

A diversity survey is a tool used by organizations to measure and gather information about diversity in the workplace. The questionnaire includes questions about the level of satisfaction or happiness of an individual regarding diversity and its effects within the organization. Promoting workplace diversity helps improve overall productivity because it acknowledges the different characteristics and experiences of individuals in the company.

An organization or company with high diversity is more likely to perform better financially and culturally. Diverse teams outperform non-diverse ones since there are more opportunities to learn from individuals with different characteristics and experiences. The positive effects of diversity, such as an increase in productivity and creativity, among others, are prevalent, and companies are striving for it. Diversity is a serious issue, and companies should have a genuine interest in diversity since forced diversity training is known to increase prejudice in upper management. Diversity starts when people in the workplace talk and give feedback to their leaders.

This article will discuss the following:

4 Types of Diversity in the Workplace

Learn the different dimensions of diversity to better understand the people in your organization and their needs. Awareness of diversity types will be beneficial for creating diversity and inclusivity surveys. The types are:

Internal Diversity

Internal diversity refers to traits that are inherent to a person and can rarely change or be controlled. Examples of this type include race, national origin, ethnicity, gender, sexuality, sexual appearance, and physical and mental ability. When individuals discover a gender or sexuality they feel more comfortable in or identify as, this is considered an internal change. It’s considered as such because the change was a result of self-discovery and not influenced by external factors.

External Diversity

External diversity is the dimension that relates to the person’s acquired characteristics. Unlike the inherent traits of internal diversity, this is Influenced and controlled by the person on their own or developed with the assistance of other people. The characteristics under this category include interests, education, appearance, citizenship, geographic location, and religion. Family status, relationships, and socioeconomic status are also considered external factors. 

Organizational Workplace Diversity

Organizational workplace diversity refers to the factors in a work environment that affect a person. Promoting diversity in the workplace comes with inherent benefits,  including an increase in performance and creativity. This type of diversity covers job function, management status, work location, and seniority or tenure.


World views in relation to diversity refers to what individuals have seen and experienced that have affected their lives and how they live it. A person gains these experiences through interaction with and immersion in  different cultures and beliefs. This category includes cultural events, politics, knowledge of history, and other factors that may impact an individual’s worldview.

How to Promote Diversity and Inclusivity in the Workplace

Achieving diversity in the workplace can seem like a complicated process, but with proper planning and open communication, this won’t be the case. Employees only want to be treated fairly and be recognized for their accomplishments, and promoting diversity will help achieve this and highlight each individual’s unique traits and contributions in the process. Here are simple reminders on how to promote diversity and inclusion:

  • Expand your talent pool by hiring without prejudice
  • Acknowledge and break down biases
  • Take action and give credibility to the underrepresented
  • Create diverse and inclusive focus teams
  • Respect all your coworkers regardless of race, sexuality, seniority, and social class
  • Celebrate diversity by remembering important dates and events, such as Ramadan for Muslim employees and Pride month for those who identify as part of the  LGBTQ community
  • Provide food and beverage options that consider dietary restrictions and preferences of employees
  • Let employees’ voices be heard and routinely ask for feedback through diversity surveys

Conduct Diversity Surveys Digitally

Paper-based diversity surveys take more time to be filled out, retrieved, and compiled. Digital solutions such as survey apps or websites will streamline your diversity survey processes. Survey websites are quick to make but have limited features, such as only having multiple choices for the responses. Websites that let you create forms have more flexibility in terms of customization, but most have to be done on a computer due to the lack of a mobile app. An all-in-one and widely available solution are mobile apps such as iAuditor by SafetyCulture. People in an organization are more likely to complete a diversity survey if it can be done on their mobile phones or tablets. Using an app ensures that everyone has equal access to the diversity survey. iAuditor’s features include the following:

  • Accessible by every user in the organization
  • Various types of responses such as media files and short or long answers
  • Scheduled diversity surveys
  • Auto-save and sync to the cloud
  • Customizable diversity survey templates
  • Access to a public library of over 100,000 free checklists, templates, and forms

Download iAuditor today and let your employees’ voices be heard. It’s the first step to promoting a safe and diverse workplace.

SafetyCulture staff writer

Sare Hawes