Belonging questions that show who feels heard and who holds back
Ask employees whether they feel they belong, from speaking up in meetings to seeing action on concerns. Each question below comes with when to ask it and what the answer tells you.
What inclusion and belonging survey questions tell you
Inclusion and belonging survey questions ask employees whether they can be themselves at work: whether their ideas are heard, whether they feel safe speaking up or admitting a mistake, and whether concerns lead to action. They ask about experience at work and leave personal characteristics out, so people can answer without saying who they are.
Ask once a year as its own survey, or add three or four of these questions to your main employee survey. Pick six to eight, share the link with anonymous responses on, which store no user ID, traits or visitor ID for website, link or QR code surveys, and say plainly who will read the answers. Surveys sent through Usertick email are not anonymous.
Each written answer is read as it arrives and filed under a category and a theme from your own list, with a sentiment and an urgency, so a report of disrespect can be read before ideas for a new network. The consent question at the end lets each person decide whether their answers go to the inclusion group.
- Questions
- 14
- Best asked
- Once a year, or in the main employee survey
- Industry
- HR and employees
- Where to find them
- From library in the Usertick survey editor, on every plan
The 14 belonging and inclusion questions, with when to ask each
Grouped by what they tell you. Use them as they are or change the wording.
Feeling you belong
Start with the belonging score and the four statements, and use time on the team to compare newer and longer-serving people.
- 01Big scale
How much do you feel you belong on your team?
How much people feel they belong on their team, from 1 to 10. Results shows the average and a column per step; ask it every year with the same wording to follow the trend.
- 02Matrix
How much do you agree about working here?
Four statements on being yourself, being heard, respect and admitting mistakes. The heat map shows which one is weakest, and the row averages make a short summary for leadership.
- 10Dropdown
How long have you been on your current team?
Time on the current team, in five bands. Compare newer and longer-serving members, and leave it out for small teams, where a band can point to one person.
Speaking up and being heard
These questions show whether people say what they think and whether anything happens when they do, which sets the trust behind every other answer.
- 03Yes / No
Do you feel comfortable speaking up in meetings?
A yes or no on speaking up in meetings. Select No in Results to read those employees' other answers, especially on quieter voices and what would help them.
- 07Stars
How well do meetings here make room for quieter voices?
Five stars for how meetings make room for quieter voices. Results shows the average and the share who rated 4 or higher; a low score is a practical prompt to change meeting habits.
- 09Slider
How much of the time do you feel able to say what you think at work?
The share of the time people feel able to say what they think, on a slider from 0 to 100. Results shows the median and the middle half; a low bottom edge shows a group that often holds back.
- 12Yes / No
Have you seen action taken after people raised concerns?
A yes or no on seeing action after people raised concerns. A low share of yes weakens trust in the whole survey, so report the actions you took before the next round.
What would make it better
Ask for changes in people's own words, then rank them and test two trade-offs, to choose what to try first.
- 05Text
What would make this a place where more people feel at home?
An open question on making the company feel more like home. Each answer gets a theme and a sentiment; filter by theme to find the changes people ask for most.
- 08Text
What is one thing that would make people here feel more welcome?
Asks for one change that would make people feel more welcome. Asking for one keeps answers concrete, and the themes show which change comes up across teams.
- 13Ranking
Rank what would improve belonging here most
Employees rank five changes that would improve belonging. Results shows the average place per item, a clear order to bring to leadership.
- 11This or that
For a team where people feel included, which helps more?
Two choices side by side: clear rules or good habits, training or time together. Results shows a split bar per pair, which helps you choose what to try first.
Taking part and sharing
End with how visible inclusion work is, what people would join and whether their answers may be shared.
- 04Multiple choice
How often do you hear what the company is doing on inclusion?
How often people hear about inclusion work, from weekly to never. A large share at the rare end means the work isn't visible, even when it is happening.
- 06Multiple choice
Which of these would you take part in?
Lets employees tick every activity they would join. Results shows a bar per option, which tells you where to put time and budget; keep None of these as an honest answer.
- 14Consent
May we share your answers with the inclusion group?
Asks permission to share the person's answers with the inclusion group. Put it last, and share only the responses of people who checked the box.
Tips for asking about belonging and inclusion
Small choices that get honest, useful answers.
- 01
Say who reads the answers
Name the people who will see the responses at the start of the survey, and keep that group small.
- 02
Ask about experience only
Keep the survey on what people experience at work and leave personal characteristics out, so answering doesn't mean revealing who you are.
- 03
Report actions before asking again
Share what changed since the last survey at the top of the next one, since the question on seen action depends on it.
- 04
Keep small groups together
Avoid filtering results by small teams or tenure bands, where a filter can point to one person.
Add these questions to a survey
From the library to the first answers.
- 1
Open the library
In the Usertick survey editor, choose From library, filter by industry and topic, and add several questions at once.
- 2
Or paste your own list
Paste questions reads up to 10 questions from any text on Free, 100 on Starter and 200 on Pro and above, keeps your wording and picks an answer type for each.
- 3
Choose where it runs
Show the survey on your website, send it by email, share its link and QR code, or switch it to a conversation.
- 4
Read the answers
Results counts every score and choice, and Usertick reads each written answer and files it by topic, on every plan.
Templates and more questions about belonging and inclusion
Full surveys that ask about the same things, and neighboring topics in the library.
Templates
Browse all templatesFrequently asked questions
They can be. With anonymous responses on, Usertick stores no user ID, traits or visitor ID for website, link or QR code surveys. Surveys sent through Usertick email are not anonymous, and a specific written answer can still point to the person who wrote it.
These questions don't. They ask how people experience work, which keeps them easier to answer honestly; if you add personal questions, add as few as you need.
Once a year as its own survey, with the belonging score and the agreement grid repeated in your main employee survey.
It asks each person whether their answers may go to the inclusion group. Select the people who checked it in Results to see only their answers, and say in the survey introduction how they will be used.
Yes. The question library comes with every plan, the free plan included, and the free plan covers 150 responses a month across your surveys.
Yes. Once a question is in your survey, reword it, change its options or its answer type, and add logic to skip it for some answers.
Yes. The library is translated into Usertick's built-in languages, and in any other language it shows in English for you to translate.
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