Using UX Research to Plan for DEI Initiatives

When my organization began discussing ways to strengthen our diversity, equity, and inclusion (DEI) initiatives, we quickly realized that meaningful change required listening to our employees first. To ground our efforts in data rather than assumptions, I designed and distributed a company-wide DEI survey in late 2021 to better understand how team members experienced belonging, representation, and opportunity across departments.

The survey combined quantitative metrics—such as perceptions of inclusivity, psychological safety, and accessibility—with open-ended qualitative questions that invited employees to share their personal perspectives and experiences. I made sure the survey language was neutral, approachable, and inclusive, allowing participants to answer candidly without fear of identification or bias. The resulting data provided both measurable benchmarks and rich, narrative insights that helped us see where gaps truly existed.

Once responses were collected, I synthesized the findings into visual reports and thematic summaries, highlighting patterns in areas like leadership visibility, cultural awareness, and equitable growth opportunities. The image shown above represents a snapshot of that process—a visual map of employee sentiment and response distribution that guided our planning discussions. These insights became the foundation for our DEI roadmap, helping leadership prioritize initiatives that addressed real, voiced concerns.

The most rewarding outcome wasn’t just the data—it was the transparency the survey created. Employees appreciated being asked for their input, and the process itself strengthened trust across the organization. By turning survey insights into actionable strategies, we were able to move beyond good intentions toward a workplace culture that listens, learns, and evolves.