All-In@Work DEIA Survey

The All-In@Work DEIA Survey aids in tracking & prioritizing DEIA objectives!

At HRTec, we believe people can do their best work when they are able to bring their whole selves to work.

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To assist organizations in advancing their Diversity, Equity, Inclusion, and Accessibility (DEIA) goals, we developed a science-backed survey. The All-In@Work DEIA Survey aids in tracking and prioritizing DEIA objectives by gauging employees’ experiences relating to Leadership Behaviors, Employee Voice, Employee Wellbeing, and Barriers to Inclusion.


The alignment of leadership, from supervisors to top-level executives, with the organization’s DEIA objectives is crucial. By implementing inclusive and fair practices, the organization fosters a strong sense of connection and belonging among its members.


Encouraging employees to actively participate in organizational discussions, whether regarding tasks or general workplace matters, is essential. Fostering an environment where individuals feel safe to express themselves candidly to leaders and team members plays a crucial role in promoting authenticity and a sense of value. When people feel comfortable expressing their needs, organizations can significantly enhance their overall effectiveness.


The personal experiences of employees at work directly influence their motivation to stay with the organization. Nurturing an environment of respect and care plays a pivotal role in enhancing the mental and physical well-being of team members.

Barriers to Inclusion

The presence of microaggressions, discrimination, harassment, and limited accessibility has a detrimental effect on people’s overall wellbeing. To foster an inclusive workplace, it is imperative to eliminate these barriers and create a supportive environment for all.

All In At Work Assess Environment 1

HRTec recommends developing an active employee listening strategy using the following as a guide. Toggle the tabs to learn more…

  • Assess the Current Environment

    Objective metrics (e.g., demographics in organization, performance ratings, and hiring processes) can serve as a baseline to track progress over time as initiatives are implemented. Subjective metrics (e.g., survey data) should be gathered to answer questions such as:

    • Do people feel support from managers? From teammates?
    • Do members find meaning and purpose in their jobs?
    • Is the organization supporting all members’ professional growth and development?
    • Do people of different backgrounds share similar perceptions, or are there differences in perceptions among subgroups?
  • Identify “Low-Risk, High-Impact Actions”

    Identify “Low-Risk, High-Impact Actions” needed to enhance employee wellbeing, organizational climate, and DEIA across job types and levels of leadership. Looking at the data you’ve gathered from surveys and organizational demographics, use the following questions as a starting point to identify potential action items:

    • What is the organization doing well to achieve a more diverse, equitable, and inclusive workforce?
    • What changes can be made to the work environment to enhance employee effectiveness and wellbeing?
    • Are there any anticipated challenges that may detract from the organization’s ability to reach DEIA goals?
    • What actions should the organization take to achieve a more equitable and inclusive work environment?

Key Principles of Effective Employee Listening

When building an organizational climate that values members for their unique individual contributions while also fostering feelings of belongingness, it is best to:


people about their workplace experiences, including their perceptions of power and team dynamics


to their perspective while withholding judgment. Encourage all to voice their opinions, especially those who come from underrepresented identity groups


from the information you’ve been gathering (e.g., surveys, interviews, focus groups) to gain an understanding


based on their collective feedback

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