{"id":16296,"date":"2023-11-23T08:25:47","date_gmt":"2023-11-23T08:25:47","guid":{"rendered":"https:\/\/qualaroo.com\/blog\/?p=16296"},"modified":"2026-04-03T11:03:15","modified_gmt":"2026-04-03T11:03:15","slug":"dei-survey-questions","status":"publish","type":"post","link":"https:\/\/web-staging.qualaroo.com\/blog\/dei-survey-questions\/","title":{"rendered":"DEI Survey Questions &#038; Framework to Find and Fix Workplace Bias"},"content":{"rendered":"\n<p class=\"wp-block-paragraph\">Most DEI surveys fail before a single employee opens them. Not because the DEI survey questions are wrong, but because the process is broken.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Employees don&#8217;t trust that responses are truly anonymous. HR doesn&#8217;t know what to do with the data once it arrives. And leadership treats the whole thing as a compliance exercise rather than a diagnostic tool.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The gap between what leadership believes and what employees experience is almost always larger than expected. A well-designed DEI survey makes that gap visible, measurable, and actionable.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Gallup&#8217;s 2025 data shows that only <a href=\"https:\/\/www.gallup.com\/workplace\/692954\/anemic-employee-engagement-points-leadership-challenges.aspx\" target=\"_blank\" aria-label=\"undefined (opens in a new tab)\" rel=\"noreferrer noopener\">28% of employees<\/a> strongly agree their opinions count at work, and just 32% feel strongly connected to their organization&#8217;s mission or purpose.\u00a0<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">These are not cultural problems you can spot in a headcount report. They are experience gaps, and a DEI survey is one of the few tools that surfaces them directly.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">In this guide, you&#8217;ll find:<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>A full question bank covering diversity, equity, and inclusion as separate categories<\/li><li>A step-by-step process for building a survey that employees actually trust<\/li><li>A five-step framework for interpreting results and turning them into policy action<\/li><li>An anonymity checklist you can share with employees before the survey goes live<\/li><\/ul>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"What_DEI_Survey_Questions_Should_You_Include_in_a_Diversity_Survey\"><\/span><strong>What DEI Survey Questions Should You Include in a Diversity Survey?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n\n\n\n<div style=\"background: #e8f4fd; border-left: 4px solid #0073aa; padding: 18px 20px; margin-bottom: 28px; border-radius: 0 4px 4px 0; font-size: 16px; line-height: 1.75;\">\n<p style=\"margin: 0; color: #333333;\">A DEI survey is a structured questionnaire that measures how employees experience diversity, equity, and inclusion at your organization. It captures whether people feel respected, whether opportunity is distributed fairly, and whether the culture allows everyone to contribute fully. It is a diagnostic tool, not a reporting exercise.<\/p>\n<\/div>\n\n\n\n\n<p class=\"wp-block-paragraph\">If you&#8217;re asking &#8220;what questions should be included in a DEI survey,&#8221; start here. These are the DEI survey questions that surface when it comes to whether diversity is real or performative.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\n<table id=\"tablepress-226\" class=\"tablepress tablepress-id-226 tablepress-responsive\">\n<thead>\n<tr class=\"row-1 odd\">\n\t<th class=\"column-1\">Question<\/th><th class=\"column-2\">What It Reveals<\/th>\n<\/tr>\n<\/thead>\n<tbody class=\"row-hover\">\n<tr class=\"row-2 even\">\n\t<td class=\"column-1\">Do you feel our organization actively supports a diverse workforce?<\/td><td class=\"column-2\">Whether diversity commitment feels real to employees or is just a talking point<\/td>\n<\/tr>\n<tr class=\"row-3 odd\">\n\t<td class=\"column-1\">Have you witnessed discrimination based on race, gender, age, or other characteristics at this company?<\/td><td class=\"column-2\">Prevalence of discriminatory behavior, not just reported incidents<\/td>\n<\/tr>\n<tr class=\"row-4 even\">\n\t<td class=\"column-1\">Are there people in leadership roles who share your background or identity?<\/td><td class=\"column-2\">Representation at the top, which drives belonging for underrepresented groups<\/td>\n<\/tr>\n<tr class=\"row-5 odd\">\n\t<td class=\"column-1\">Do you believe the company is committed to hiring people from diverse backgrounds?<\/td><td class=\"column-2\">Perceived sincerity of recruitment practices<\/td>\n<\/tr>\n<tr class=\"row-6 even\">\n\t<td class=\"column-1\">Do you feel your unique background and perspective are valued here?<\/td><td class=\"column-2\">Whether diversity translates into actual inclusion or just presence<\/td>\n<\/tr>\n<tr class=\"row-7 odd\">\n\t<td class=\"column-1\">How would you describe the diversity within your immediate team?<\/td><td class=\"column-2\">Ground-level reality vs. company-wide averages<\/td>\n<\/tr>\n<tr class=\"row-8 even\">\n\t<td class=\"column-1\">Are there clear pathways for career advancement for employees from underrepresented groups?<\/td><td class=\"column-2\">Whether opportunity structures are equitable or narrowly accessible<\/td>\n<\/tr>\n<tr class=\"row-9 odd\">\n\t<td class=\"column-1\">Do diverse perspectives influence how decisions are made at this organization?<\/td><td class=\"column-2\">Whether inclusion reaches decision-making, not just cultural events<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<!-- #tablepress-226 from cache --><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>One Open-Ended Question to Add:<\/strong> &#8220;What would make this organization feel more welcoming to people from different backgrounds?&#8221; Open-ended responses surface the specific, unexpected details that rating scales miss entirely.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">If you need a <a href=\"https:\/\/www.proprofs.com\/survey\/copy\/?SurID=91366&amp;titlelink=employee-satisfaction-feedback-template&amp;type=template&amp;tmp_type=survey&amp;page=t&amp;u_type=paid\">ready-made structure<\/a>, here\u2019s one you can use:<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"609\" src=\"https:\/\/qualaroo.com\/blog\/wp-content\/uploads\/2023\/11\/www.proprofssurvey.com_templates_employee-survey_PP-34-2-1024x609.png\" alt=\"Diversity Survey Template\" class=\"wp-image-24264\"\/><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"What_Equity_Survey_Questions_Expose_Pay_Promotion_and_Access_Gaps\"><\/span><strong>What Equity Survey Questions Expose Pay, Promotion, and Access Gaps?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Diversity is who is in the room. Equity is whether everyone in the room has the same shot at the next opportunity. They require different DEI survey questions.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\n<table id=\"tablepress-227\" class=\"tablepress tablepress-id-227 tablepress-responsive\">\n<thead>\n<tr class=\"row-1 odd\">\n\t<th class=\"column-1\">Question<\/th><th class=\"column-2\">Category<\/th><th class=\"column-3\">Risk It Surfaces<\/th>\n<\/tr>\n<\/thead>\n<tbody class=\"row-hover\">\n<tr class=\"row-2 even\">\n\t<td class=\"column-1\">Are you satisfied with the fairness of promotion decisions at this company?<\/td><td class=\"column-2\">Advancement equity<\/td><td class=\"column-3\">Systemic bias in who gets promoted and why<\/td>\n<\/tr>\n<tr class=\"row-3 odd\">\n\t<td class=\"column-1\">Do you feel all employees are held to the same conduct and performance standards?<\/td><td class=\"column-2\">Standards equity<\/td><td class=\"column-3\">Double standards are applied by identity<\/td>\n<\/tr>\n<tr class=\"row-4 even\">\n\t<td class=\"column-1\">Have you experienced or observed pay disparities based on gender, race, or other characteristics?<\/td><td class=\"column-2\">Compensation equity<\/td><td class=\"column-3\">Wage gaps that HR data alone may not surface<\/td>\n<\/tr>\n<tr class=\"row-5 odd\">\n\t<td class=\"column-1\">How well does the company accommodate employees with disabilities?<\/td><td class=\"column-2\">Access equity<\/td><td class=\"column-3\">Physical, digital, and process accessibility gaps<\/td>\n<\/tr>\n<tr class=\"row-6 even\">\n\t<td class=\"column-1\">Is there a clear process for reporting discrimination or unfair treatment?<\/td><td class=\"column-2\">Process equity<\/td><td class=\"column-3\">Whether recourse systems are accessible and trusted<\/td>\n<\/tr>\n<tr class=\"row-7 odd\">\n\t<td class=\"column-1\">Do you believe growth opportunities are offered fairly across different employee groups?<\/td><td class=\"column-2\">Opportunity equity<\/td><td class=\"column-3\">Whether high-visibility projects go to the same demographic consistently<\/td>\n<\/tr>\n<tr class=\"row-8 even\">\n\t<td class=\"column-1\">Have you ever felt overlooked for recognition despite strong performance?<\/td><td class=\"column-2\">Recognition equity<\/td><td class=\"column-3\">Invisible labor and undervalued contributions<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<!-- #tablepress-227 from cache --><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Note on Interpretation:<\/strong> A single low score on a promotion fairness question is not actionable. Low scores clustered within a specific team, tenure band, or demographic segment tell you where to look. That is where your follow-up interviews should go.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Here\u2019s a <a href=\"https:\/\/www.proprofs.com\/survey\/copy\/?SurID=91369&amp;titlelink=employee-satisfaction-opinion-survey-template&amp;type=template&amp;tmp_type=survey&amp;page=t&amp;u_type=paid\">ready-to-use template<\/a> for you:<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"676\" src=\"https:\/\/qualaroo.com\/blog\/wp-content\/uploads\/2023\/11\/www.proprofssurvey.com_templates_employee-survey_PP-33-1-1024x676.png\" alt=\"Equity Survey Questions\" class=\"wp-image-24265\"\/><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"How_Do_You_Measure_Inclusion_and_Belonging_in_the_Workplace\"><\/span><strong>How Do You Measure Inclusion and Belonging in the Workplace?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Psychological safety is not a feeling. It&#8217;s a behavioral pattern. The best inclusion questions surface that pattern by asking about specific actions and experiences, not general sentiment.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\n<table id=\"tablepress-228\" class=\"tablepress tablepress-id-228 tablepress-responsive\">\n<thead>\n<tr class=\"row-1 odd\">\n\t<th class=\"column-1\">Question<\/th><th class=\"column-2\">What It Reveals<\/th>\n<\/tr>\n<\/thead>\n<tbody class=\"row-hover\">\n<tr class=\"row-2 even\">\n\t<td class=\"column-1\">Do you feel comfortable sharing your opinions in team meetings, even when they differ from the majority view?<\/td><td class=\"column-2\">Psychological safety in group discussions<\/td>\n<\/tr>\n<tr class=\"row-3 odd\">\n\t<td class=\"column-1\">Have you ever held back an idea or concern at work because you didn't think it would be well-received?<\/td><td class=\"column-2\">Fear of negative reactions or speaking up barriers<\/td>\n<\/tr>\n<tr class=\"row-4 even\">\n\t<td class=\"column-1\">Do you feel managers on your team actively seek out different perspectives before making decisions?<\/td><td class=\"column-2\">Inclusive leadership and decision-making behavior<\/td>\n<\/tr>\n<tr class=\"row-5 odd\">\n\t<td class=\"column-1\">Have you experienced or witnessed microaggressions in the past six months?<\/td><td class=\"column-2\">Presence of subtle discrimination in the workplace<\/td>\n<\/tr>\n<tr class=\"row-6 even\">\n\t<td class=\"column-1\">Do you feel a genuine sense of belonging at this organization?<\/td><td class=\"column-2\">Overall belonging and emotional connection to the workplace<\/td>\n<\/tr>\n<tr class=\"row-7 odd\">\n\t<td class=\"column-1\">Are employees from different backgrounds actively encouraged to contribute their perspectives?<\/td><td class=\"column-2\">Active encouragement of diverse viewpoints<\/td>\n<\/tr>\n<tr class=\"row-8 even\">\n\t<td class=\"column-1\">Does your manager create space for honest conversation about inclusion and team dynamics?<\/td><td class=\"column-2\">Manager openness and team dialogue culture<\/td>\n<\/tr>\n<tr class=\"row-9 odd\">\n\t<td class=\"column-1\">Does the organization respond effectively when discrimination or harassment is reported?<\/td><td class=\"column-2\">Trust in organizational accountability and response systems<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<!-- #tablepress-228 from cache --><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The microaggressions question deserves specific attention. Employees hesitate to answer it honestly when they believe the survey is traceable. How you handle anonymity determines whether this question produces real data or polished non-answers.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Here\u2019s a <a href=\"https:\/\/www.proprofs.com\/survey\/copy\/?SurID=73327&amp;titlelink=team-performance-survey_2&amp;type=template&amp;tmp_type=survey&amp;page=t&amp;u_type=paid\">quick survey template<\/a> you can use:<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"779\" src=\"https:\/\/qualaroo.com\/blog\/wp-content\/uploads\/2023\/11\/www.proprofssurvey.com_templates_employee-survey_PP-35-1-1-1024x779.png\" alt=\"Inclusion and Belongingness survey template\" class=\"wp-image-24268\"\/><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"How_Do_You_Create_a_DEI_Survey_That_Employees_Actually_Respond_To\"><\/span><strong>How Do You Create a DEI Survey That Employees Actually Respond To?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Most DEI surveys are built backward. Organizations pick DEI survey questions first, then worry about format and distribution. The result is a well-intentioned survey that employees approach with skepticism and answer strategically rather than honestly.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">I\u2019ll show you how to create your regular and annual surveys using Qualaroo and ProProfs Survey Maker. The tools are pretty easy to use, and no dev complexity is required.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>How Do You Choose Between an Annual Survey and a Pulse Check?<\/strong><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">The structure and frequency of the survey should match the type of insight you need.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\n<table id=\"tablepress-229\" class=\"tablepress tablepress-id-229 tablepress-responsive\">\n<thead>\n<tr class=\"row-1 odd\">\n\t<th class=\"column-1\">Format<\/th><th class=\"column-2\">Length<\/th><th class=\"column-3\">Best For<\/th><th class=\"column-4\">Delivery<\/th>\n<\/tr>\n<\/thead>\n<tbody class=\"row-hover\">\n<tr class=\"row-2 even\">\n\t<td class=\"column-1\">Annual Census Survey<\/td><td class=\"column-2\">30-40 questions<\/td><td class=\"column-3\">Comprehensive baseline, board reporting, year-over-year tracking<\/td><td class=\"column-4\">Email distribution<\/td>\n<\/tr>\n<tr class=\"row-3 odd\">\n\t<td class=\"column-1\">Quarterly Pulse Survey<\/td><td class=\"column-2\">5-8 questions<\/td><td class=\"column-3\">Tracking initiative impact, flagging emerging issues<\/td><td class=\"column-4\">Slack, Teams, embedded in daily tools<\/td>\n<\/tr>\n<tr class=\"row-4 even\">\n\t<td class=\"column-1\">Post-Event Check-In<\/td><td class=\"column-2\">3-5 questions<\/td><td class=\"column-3\">Restructuring, leadership changes, policy rollouts<\/td><td class=\"column-4\">Email or in-tool<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<!-- #tablepress-229 from cache --><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Most organizations benefit from using both formats together. The annual survey provides depth. Pulse surveys provide the continuous feedback loop that tells you whether what you changed is actually working.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>How to Run DEI Pulse Checks Using Qualaroo (Anonymous by Default):<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">1. <strong>Create a new microsurvey in Qualaroo and select your channel.<\/strong> For an in-app survey, select Desktop and Mobile Web Nudge.<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"535\" src=\"https:\/\/qualaroo.com\/blog\/wp-content\/uploads\/2024\/01\/app.qualaroo.com_2x1-1-1024x535.png\" alt=\"Select the channel type for the nudge\" class=\"wp-image-24209\"\/><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\">2. Then choose between &#8220;New From Scratch&#8221; for full control over every question.<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"219\" src=\"https:\/\/qualaroo.com\/blog\/wp-content\/uploads\/2023\/11\/Screenshot-2026-03-12-112950-1024x219.png\" alt=\"Then choose between &quot;New From Scratch&quot; for full control over every question.\" class=\"wp-image-24271\"\/><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\">3. <strong>Write two to three focused DEI survey questions.<\/strong> Keep each pulse check to a single theme, for example psychological safety this quarter, or manager inclusivity after a recent training rollout.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><em><strong>Psychological safety:<\/strong><\/em> &#8220;In the past month, have you felt comfortable raising a concern with your manager without fear of consequences?&#8221; (Yes \/ No \/ Not sure) followed by &#8220;What would make it easier to speak up?&#8221; (open-ended)<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong><em>Manager inclusivity after a training rollout:<\/em> <\/strong>&#8220;Since the inclusion training last month, have you noticed any change in how your manager runs team discussions?&#8221; (Yes, positive change \/ No change \/ Things feel worse \/ Not sure)<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong><em>Belonging:<\/em> <\/strong>&#8220;On a scale of 1 to 5, how strongly do you feel you belong on your team right now?&#8221; followed by &#8220;What&#8217;s one thing that would strengthen that feeling?&#8221; (open-ended)<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Keep the rating question first and the open-ended question second. Employees are more likely to complete the open-ended question after they have already committed an answer to the first.<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"455\" src=\"https:\/\/qualaroo.com\/blog\/wp-content\/uploads\/2026\/03\/app.qualaroo.com_surveys_245726_editPP-1024x455.png\" alt=\"Pulse check questions for DEI survey\" class=\"wp-image-24272\"\/><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\">4. <strong>Enable <\/strong><a href=\"https:\/\/qualaroo.com\/features\/watson\/\"><strong>sentiment analysis<\/strong><\/a><strong> on any open-ended question.<\/strong> Qualaroo automatically groups free-text responses into themes and flags negative sentiment, so you see patterns without reading every response individually.<\/p>\n\n\n\n<figure class=\"wp-block-embed-youtube wp-block-embed is-type-video is-provider-youtube wp-embed-aspect-16-9 wp-has-aspect-ratio\"><div class=\"wp-block-embed__wrapper\">\n<iframe loading=\"lazy\" title=\"What Is Sentiment Analysis &amp; How to Grow Your Business Using It\" width=\"1120\" height=\"630\" src=\"https:\/\/www.youtube.com\/embed\/6XtwxzlABys?feature=oembed\" frameborder=\"0\" allow=\"accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture; web-share\" referrerpolicy=\"strict-origin-when-cross-origin\" allowfullscreen><\/iframe>\n<\/div><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\">5. <strong>Set a delivery cadence.<\/strong> Schedule pulse checks to go out quarterly, or trigger them automatically after specific events such as a restructuring announcement or a new policy rollout.<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"550\" src=\"https:\/\/qualaroo.com\/blog\/wp-content\/uploads\/2026\/03\/app.qualaroo.com_surveys_243661_configurePP-1-1-1024x550.png\" alt=\"Advanced targeting for your DEI survey to send it at the right time\" class=\"wp-image-24273\"\/><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>How to Build Your Annual DEI Survey Using ProProfs Survey Maker:<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">1. <strong>Open the <\/strong><a href=\"https:\/\/www.proprofssurvey.com\/features\/ai-survey-maker\/\"><strong>ProProfs AI Survey Maker<\/strong><\/a><strong> dashboard and add your prompt.<\/strong> Enter your survey objective. The AI adjusts the question flow based on whether you are diagnosing a problem, tracking progress, or evaluating a specific initiative.<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"800\" height=\"359\" src=\"https:\/\/qualaroo.com\/blog\/wp-content\/uploads\/2026\/03\/ezgif-400c1bccd7fc37fd.gif\" alt=\"Building your DEI survey with AI\" class=\"wp-image-24274\"\/><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\">2. <strong>Review and edit the AI-generated DEI survey questions.<\/strong> Reorder sections, swap out questions that don&#8217;t fit your organization&#8217;s context, and add your own open-ended questions on top of the framework.<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"372\" src=\"https:\/\/qualaroo.com\/blog\/wp-content\/uploads\/2026\/03\/image6-1024x372.png\" alt=\"Editing your DEI survey with AI\" class=\"wp-image-24275\"\/><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\">3. <strong>Enable anonymity and other survey settings. <\/strong>On the settings dashboard (under security), you can enable the anonymity setting and set response limits for the employees.<\/p>\n\n\n\n<figure class=\"wp-block-embed-youtube wp-block-embed is-type-video is-provider-youtube wp-embed-aspect-16-9 wp-has-aspect-ratio\"><div class=\"wp-block-embed__wrapper\">\n<iframe loading=\"lazy\" title=\"Create an Anonymous Survey People Aren\u2019t Scared to Answer (Employees Too!)\" width=\"1120\" height=\"630\" src=\"https:\/\/www.youtube.com\/embed\/0HiZk5jfBdQ?feature=oembed\" frameborder=\"0\" allow=\"accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture; web-share\" referrerpolicy=\"strict-origin-when-cross-origin\" allowfullscreen><\/iframe>\n<\/div><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\">4. <strong>Configure email distribution.<\/strong> Set the survey to go out as a non-personalized link so every respondent accesses the same URL, with no individual tracking tokens attached.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">5. <strong>Schedule and launch.<\/strong> Set a two-week response window, send a reminder at the halfway point, and close the survey before results are reviewed.<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"737\" src=\"https:\/\/qualaroo.com\/blog\/wp-content\/uploads\/2026\/03\/DEI-share-SM-1024x737.png\" alt=\"Sending your DEI survey on ProProfs Survey Maker\" class=\"wp-image-24276\"\/><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\">Using both together gives you the full picture. Qualaroo keeps a continuous feedback loop running between annual cycles so you are never waiting twelve months to find out something went wrong. ProProfs Survey Maker anchors your annual baseline.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Here\u2019s a video tutorial to watch for your reference:<\/p>\n\n\n\n<figure class=\"wp-block-embed-youtube wp-block-embed is-type-video is-provider-youtube wp-embed-aspect-16-9 wp-has-aspect-ratio\"><div class=\"wp-block-embed__wrapper\">\n<iframe loading=\"lazy\" title=\"Let AI Create Your Surveys Effectively | ProProfs Survey Maker\" width=\"1120\" height=\"630\" src=\"https:\/\/www.youtube.com\/embed\/36-mXbpAwV4?feature=oembed\" frameborder=\"0\" allow=\"accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture; web-share\" referrerpolicy=\"strict-origin-when-cross-origin\" allowfullscreen><\/iframe>\n<\/div><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"How_Do_You_Ensure_Your_DEI_Survey_Is_Truly_Anonymous\"><\/span><strong>How Do You Ensure Your DEI Survey Is Truly Anonymous?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">The single biggest reason DEI surveys produce unreliable data is that employees don&#8217;t believe they&#8217;re anonymous.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">That fear is often justified. Surveys sent through personalized links, tracked by company email systems, or run on platforms where administrators can see metadata are not meaningfully anonymous, regardless of what the introduction says.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Before You Launch: Confirm These Four Things<\/strong><\/p>\n\n\n\n<ol class=\"wp-block-list\"><li>Your survey platform does not log IP addresses or individual metadata.<\/li><li>Every respondent accesses the survey through the same non-personalized link.<\/li><li>Segmented results will not be shown for groups smaller than five respondents.<\/li><li>A plain-language anonymity statement is visible at the top of the survey, not just in the invitation email.<\/li><\/ol>\n\n\n\n<p class=\"wp-block-paragraph\">Here is how to build a process that is genuinely anonymous and can be credibly explained to employees:<\/p>\n\n\n\n<ol class=\"wp-block-list\"><li><strong>Use non-personalized distribution links.<\/strong> Every respondent accesses the survey through the same URL. No unique tokens tied to email addresses.<\/li><li><strong>Strip metadata at the platform level.<\/strong> Confirm that IP addresses and browser fingerprints are not logged. Get this in writing from your vendor if the survey is high-stakes.<\/li><li><strong>Set a minimum reporting threshold.<\/strong> Never display segmented results for groups with fewer than five respondents. State this policy in the survey introduction.<\/li><li><strong>Avoid open-ended questions that invite self-identifying details.<\/strong> &#8220;Describe a recent situation where you felt excluded&#8221; can produce responses that are inadvertently traceable to small teams.<\/li><li><strong>Have results reviewed by a neutral party before HR sees raw data.<\/strong> When employees know that raw responses go to an external analyst first, trust increases measurably.<\/li><li><strong>Explain the anonymity architecture in plain language.<\/strong> Don&#8217;t just say &#8220;this survey is anonymous.&#8221; Tell employees which platform you&#8217;re using, that links are not personalized, and what the minimum reporting threshold is.<\/li><\/ol>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"How_Do_You_Interpret_DEI_Survey_Data_Without_Getting_It_Wrong\"><\/span><strong>How Do You Interpret DEI Survey Data Without Getting It Wrong?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Collecting DEI data is the easy part. Most organizations drown in results because they have no framework for turning numbers into decisions.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A company-wide average score tells you almost nothing. Segmented scores, compared across demographic groups, teams, and tenure bands, tell you where systemic problems actually live.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Step 1: Map Representation<\/strong><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Start with the demographic breakdown of respondents versus your actual workforce. Low response rates within a specific group are themselves a signal. It usually means that the group doesn&#8217;t trust the process or doesn&#8217;t believe anything will change.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Step 2: Identify Experience Gaps<\/strong>&nbsp;<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Compare question scores across demographic segments. A company-wide score of 7\/10 on &#8220;I feel valued here&#8221; means nothing if women score it at 5\/10 and men at 9\/10. Experience gaps, not averages, are where bias lives.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Step 3: Assess Opportunity Equity<\/strong>&nbsp;<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Look specifically at promotion fairness, recognition, and access questions. Cross-reference with your actual promotion data from HR systems. If survey perception and HR data diverge, the survey is surfacing something your internal data isn&#8217;t capturing.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Step 4: Hold Leadership Accountable<\/strong>&nbsp;<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Segment inclusion scores by manager or team, where sample size allows. Systemic inclusion problems often cluster around specific leaders, not company-wide culture. This is where coaching, training, or structural change needs to be targeted.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Step 5: Map to Policy Action<\/strong>&nbsp;<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Every significant gap should map to a specific policy question: Is this a hiring problem, a promotion problem, a manager behavior problem, or a structural process problem? The answer determines whether the fix is a new policy, a training program, a compensation audit, or a process redesign.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">When you&#8217;re running ongoing DEI pulse checks through Qualaroo, its AI-powered sentiment analysis surfaces recurring themes from free-text responses automatically, so patterns become visible without reading every response individually.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Which_DEI_Survey_Format_Is_Right_for_Your_Organization\"><\/span><strong>Which DEI Survey Format Is Right for Your Organization?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Choosing the wrong format is as damaging as asking the wrong questions. A 40-question annual survey cannot tell you whether the manager training you ran in March changed anything by June. A five-question pulse cannot give you the depth to diagnose a systemic pay gap.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\n<table id=\"tablepress-230\" class=\"tablepress tablepress-id-230 tablepress-responsive\">\n<thead>\n<tr class=\"row-1 odd\">\n\t<th class=\"column-1\">Format<\/th><th class=\"column-2\">Frequency<\/th><th class=\"column-3\">Length<\/th><th class=\"column-4\">Best Used For<\/th><th class=\"column-5\">Limitation<\/th>\n<\/tr>\n<\/thead>\n<tbody class=\"row-hover\">\n<tr class=\"row-2 even\">\n\t<td class=\"column-1\">Annual census survey<\/td><td class=\"column-2\">Once per year<\/td><td class=\"column-3\">30-40 questions<\/td><td class=\"column-4\">Comprehensive baseline, year-over-year benchmarking, board reporting<\/td><td class=\"column-5\">Data is stale by the time you act on it if the cadence is too slow<\/td>\n<\/tr>\n<tr class=\"row-3 odd\">\n\t<td class=\"column-1\">Quarterly pulse survey<\/td><td class=\"column-2\">Every quarter<\/td><td class=\"column-3\">5-8 questions<\/td><td class=\"column-4\">Tracking initiative impact, flagging emerging issues fast<\/td><td class=\"column-5\">Too short for a comprehensive diagnosis<\/td>\n<\/tr>\n<tr class=\"row-4 even\">\n\t<td class=\"column-1\">Post-event check-in<\/td><td class=\"column-2\">After major changes<\/td><td class=\"column-3\">3-5 questions<\/td><td class=\"column-4\">Restructuring, policy rollouts, leadership transitions<\/td><td class=\"column-5\">Narrow scope, not a substitute for a full survey<\/td>\n<\/tr>\n<tr class=\"row-5 odd\">\n\t<td class=\"column-1\">Always-on microsurvey<\/td><td class=\"column-2\">Ongoing<\/td><td class=\"column-3\">1-3 questions<\/td><td class=\"column-4\">Continuous sentiment tracking embedded in daily tools<\/td><td class=\"column-5\">Requires a platform that supports non-intrusive delivery<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<!-- #tablepress-230 from cache --><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Survey fatigue is real. If employees are receiving multiple feedback requests per quarter across DEI, NPS, onboarding, and <a href=\"https:\/\/qualaroo.com\/blog\/employee-engagement-survey-questions\/\">engagement surveys<\/a>, response rates drop, and quality drops with them. Coordinate your survey calendar across teams before launch.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A quarterly pulse doesn&#8217;t need to be a formal survey; employees open it in a new tab.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Qualaroo&#8217;s microsurveys can be delivered directly in Slack or embedded in the tools your team already uses daily, removing the friction that kills response rates with standalone survey links.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Are You Running DEI Surveys or Just Collecting Data?<\/strong><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">A DEI survey that produces a slide deck and no action does more damage than no survey at all. It tells employees their honesty was wasted, and it makes the next survey harder to run. The standard is not perfection. It&#8217;s follow-through.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Use this guide to build a survey your employees actually trust, interpret the results at the segment level where bias actually lives, and document the policy changes that follow. That documentation is what turns a one-time survey into a culture signal. <\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Try <a href=\"https:\/\/app.qualaroo.com\/signup\">Qualaroo<\/a> and run your first DEI pulse survey today. Browse DEI survey templates on ProProfs Survey Maker and customize in minutes.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><style>#sp-ea-24279 .spcollapsing { height: 0; overflow: hidden; transition-property: height;transition-duration: 300ms;}.eap_section_title_24279 { color: #444 !important; margin-bottom:  30px !important; }#sp-ea-24279.sp-easy-accordion>.sp-ea-single {border: 1px solid #e2e2e2; }#sp-ea-24279.sp-easy-accordion>.sp-ea-single>.ea-header a {color: #444;}#sp-ea-24279.sp-easy-accordion>.sp-ea-single>.sp-collapse>.ea-body {background: #fff; color: #444;}#sp-ea-24279.sp-easy-accordion>.sp-ea-single {background: #eee;}#sp-ea-24279.sp-easy-accordion>.sp-ea-single>.ea-header a .ea-expand-icon.fa { float: right; color: #444;font-size: 16px;}#sp-ea-24279.sp-easy-accordion>.sp-ea-single>.ea-header a .ea-expand-icon.fa {margin-right: 0;}<\/style><h2 class=\"eap_section_title eap_section_title_24279\"><span class=\"ez-toc-section\" id=\"Frequently_Asked_Questions\"><\/span> Frequently Asked Questions <span class=\"ez-toc-section-end\"><\/span><\/h2><div id=\"sp-ea-24279\" class=\"sp-ea-one sp-easy-accordion\" data-ex-icon=\"fa-angle-up\" data-col-icon=\"fa-angle-down\"  data-ea-active=\"ea-click\"  data-ea-mode=\"vertical\" data-preloader=\"\" data-scroll-active-item=\"1\" data-offset-to-scroll=\"0\"><div class=\"ea-card ea-expand sp-ea-single\"><h3 class=\"ea-header\"><a class=\"collapsed\" data-sptoggle=\"spcollapse\" data-sptarget=#collapse242790 href=\"javascript:void(0)\"  aria-expanded=\"true\"><i class=\"ea-expand-icon fa fa-angle-up\"><\/i> What demographic questions are safe to ask in a DEI survey? <\/a><\/h3><div class=\"sp-collapse spcollapse collapsed show\" id=\"collapse242790\" data-parent=#sp-ea-24279><div class=\"ea-body\"><p><span style=\"font-weight: 400;\">Offer age ranges rather than birth years, use broad ethnicity categories with a \"prefer to self-describe\" option, and make every demographic question optional. Never combine more than two demographic variables when reporting segmented results, and never report data from groups smaller than five respondents. Questions about parental status or graduation year are frequently read as proxy questions for age or caregiving status. Omit them unless directly relevant to a specific policy evaluation.<\/span><\/p>\n<\/div><\/div><\/div><div class=\"ea-card  sp-ea-single\"><h3 class=\"ea-header\"><a class=\"collapsed\" data-sptoggle=\"spcollapse\" data-sptarget=#collapse242791 href=\"javascript:void(0)\"  aria-expanded=\"false\"><i class=\"ea-expand-icon fa fa-angle-down\"><\/i> What are the legal and ethical rules around DEI survey data? <\/a><\/h3><div class=\"sp-collapse spcollapse \" id=\"collapse242791\" data-parent=#sp-ea-24279><div class=\"ea-body\"><p><span style=\"font-weight: 400;\">Confirm compliance with labor law in every jurisdiction where employees are located before launching. Ensure data storage meets GDPR, CCPA, or other applicable privacy regulations. Never allow managers to access raw open-ended responses from their direct reports. Any demographic combination that could identify an individual on a small team creates re-identification risk, which is both an ethical violation and a potential legal liability.<\/span><\/p>\n<\/div><\/div><\/div><div class=\"ea-card  sp-ea-single\"><h3 class=\"ea-header\"><a class=\"collapsed\" data-sptoggle=\"spcollapse\" data-sptarget=#collapse242792 href=\"javascript:void(0)\"  aria-expanded=\"false\"><i class=\"ea-expand-icon fa fa-angle-down\"><\/i> How often should DEI surveys be conducted? <\/a><\/h3><div class=\"sp-collapse spcollapse \" id=\"collapse242792\" data-parent=#sp-ea-24279><div class=\"ea-body\"><p><span style=\"font-weight: 400;\">Run a comprehensive annual survey for year-over-year benchmarking and a short quarterly pulse to track whether specific initiatives are working. Add a post-event check-in after major organizational changes such as restructuring, leadership transitions, or policy rollouts. Annual surveys track systemic gaps. Pulse surveys tell you whether what you did about them is working.<\/span><\/p>\n<\/div><\/div><\/div><div class=\"ea-card  sp-ea-single\"><h3 class=\"ea-header\"><a class=\"collapsed\" data-sptoggle=\"spcollapse\" data-sptarget=#collapse242793 href=\"javascript:void(0)\"  aria-expanded=\"false\"><i class=\"ea-expand-icon fa fa-angle-down\"><\/i> How do you analyze DEI survey results to find systemic bias? <\/a><\/h3><div class=\"sp-collapse spcollapse \" id=\"collapse242793\" data-parent=#sp-ea-24279><div class=\"ea-body\"><p><span style=\"font-weight: 400;\">Compare scores across demographic segments rather than relying on company-wide averages. A high average that masks a low score for a specific group is where systemic bias hides. Use the five-step framework in this article: Representation, Experience Gaps, Opportunity Equity, Leadership Accountability, and Policy Action. Cross-reference survey data with HR system data on promotions, compensation, and attrition. Neither source alone gives you the full picture.<\/span><\/p>\n<\/div><\/div><\/div><div class=\"ea-card  sp-ea-single\"><h3 class=\"ea-header\"><a class=\"collapsed\" data-sptoggle=\"spcollapse\" data-sptarget=#collapse242794 href=\"javascript:void(0)\"  aria-expanded=\"false\"><i class=\"ea-expand-icon fa fa-angle-down\"><\/i> What DEI survey questions reveal systemic bias most reliably? <\/a><\/h3><div class=\"sp-collapse spcollapse \" id=\"collapse242794\" data-parent=#sp-ea-24279><div class=\"ea-body\"><p><span style=\"font-weight: 400;\">Questions about promotion fairness, pay equity, recognition, and whether employees have withheld ideas are the most consistent indicators. These surface patterns in who gets opportunity and who doesn't, which is where structural bias shows up most clearly. A single low score is a data point. The same low score appearing consistently within a specific demographic group, team, or tenure band is a systemic signal.<\/span><\/p>\n<\/div><\/div><\/div><div class=\"ea-card  sp-ea-single\"><h3 class=\"ea-header\"><a class=\"collapsed\" data-sptoggle=\"spcollapse\" data-sptarget=#collapse242795 href=\"javascript:void(0)\"  aria-expanded=\"false\"><i class=\"ea-expand-icon fa fa-angle-down\"><\/i> How do you prevent survey fatigue from killing DEI response rates? <\/a><\/h3><div class=\"sp-collapse spcollapse \" id=\"collapse242795\" data-parent=#sp-ea-24279><div class=\"ea-body\"><p><span style=\"font-weight: 400;\">Coordinate your DEI survey calendar with <\/span><a href=\"https:\/\/qualaroo.com\/blog\/employee-experience-management\/\"><span style=\"font-weight: 400;\">employee engagement<\/span><\/a><span style=\"font-weight: 400;\">, onboarding, and NPS surveys so employees aren't receiving multiple feedback requests in the same quarter. Keep pulse surveys to five to eight questions maximum. A short microsurvey delivered inside Slack or embedded in a daily tool gets far higher completion rates than a standalone survey link sent by email.<\/span><\/p>\n<\/div><\/div><\/div><div class=\"ea-card  sp-ea-single\"><h3 class=\"ea-header\"><a class=\"collapsed\" data-sptoggle=\"spcollapse\" data-sptarget=#collapse242796 href=\"javascript:void(0)\"  aria-expanded=\"false\"><i class=\"ea-expand-icon fa fa-angle-down\"><\/i> What metrics should HR track to evaluate DEI progress year over year? <\/a><\/h3><div class=\"sp-collapse spcollapse \" id=\"collapse242796\" data-parent=#sp-ea-24279><div class=\"ea-body\"><p><span style=\"font-weight: 400;\">Track representation by level and function, promotion rates by demographic group, pay equity ratios, manager inclusion scores segmented by team, and year-over-year changes in belonging and psychological safety scores. Survey data and HR system data should be reviewed together. Reviewing them separately lets each one explain away what the other is flagging.<\/span><\/p>\n<\/div><\/div><\/div><script type=\"application\/ld+json\">\n\t{\n\t  \"@context\": \"https:\/\/schema.org\",\n\t  \"@type\": \"FAQPage\",\n\t  \"mainEntity\": [{\n\t\t\t\"@type\": \"Question\",\n\t\t\t\"name\": \"What demographic questions are safe to ask in a DEI survey?\",\n\t\t\t\"acceptedAnswer\": {\n\t\t\t  \"@type\": \"Answer\",\n\t\t\t  \"text\": \"Offer age ranges rather than birth years, use broad ethnicity categories with a &quot;prefer to self-describe&quot; option, and make every demographic question optional. Never combine more than two demographic variables when reporting segmented results, and never report data from groups smaller than five respondents. Questions about parental status or graduation year are frequently read as proxy questions for age or caregiving status. 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Not because the DEI survey questions are wrong, but because the process is broken.&nbsp; Employees don&#8217;t trust that responses are truly anonymous. HR doesn&#8217;t know what to do with the data once it arrives. And leadership treats the whole thing as a compliance exercise rather&#8230;<\/p>\n","protected":false},"author":28,"featured_media":16299,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[6405],"tags":[6406],"class_list":["post-16296","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-dei-survey","tag-dei-survey"],"_links":{"self":[{"href":"https:\/\/web-staging.qualaroo.com\/blog\/wp-json\/wp\/v2\/posts\/16296","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/web-staging.qualaroo.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/web-staging.qualaroo.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/web-staging.qualaroo.com\/blog\/wp-json\/wp\/v2\/users\/28"}],"replies":[{"embeddable":true,"href":"https:\/\/web-staging.qualaroo.com\/blog\/wp-json\/wp\/v2\/comments?post=16296"}],"version-history":[{"count":15,"href":"https:\/\/web-staging.qualaroo.com\/blog\/wp-json\/wp\/v2\/posts\/16296\/revisions"}],"predecessor-version":[{"id":24509,"href":"https:\/\/web-staging.qualaroo.com\/blog\/wp-json\/wp\/v2\/posts\/16296\/revisions\/24509"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/web-staging.qualaroo.com\/blog\/wp-json\/wp\/v2\/media\/16299"}],"wp:attachment":[{"href":"https:\/\/web-staging.qualaroo.com\/blog\/wp-json\/wp\/v2\/media?parent=16296"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/web-staging.qualaroo.com\/blog\/wp-json\/wp\/v2\/categories?post=16296"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/web-staging.qualaroo.com\/blog\/wp-json\/wp\/v2\/tags?post=16296"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}