Your Workplace Labeling Impact Survey

Your responses are completely anonymous and confidential, and will only be used for aggregate data analysis, benchmarking, and research. Once you complete the survey, you will immediately see your personalized Workplace Labeling Impact Score, along with an explanation of what it means for your workplace experience.

To help us better understand the diversity of our participants, we’ve included four optional demographic questions below:

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Which of the statement best describe your role in the organization?
What type of organization do you work in?
Which aspect of your identity do you feel most positively influences your workplace experiences?
Which aspect of your identity do you feel most negatively influences your workplace experiences?
1. People at work treat my racial or ethnic identity with respect.
1 = Strongly Disagree → 5 = Strongly Agree
2. I have access to professional development opportunities regardless of my racial or ethnic identity.
1 = Strongly Disagree → 5 = Strongly Agree
3. My workplace fosters an environment where people of all racial and ethnic backgrounds can succeed.
1 = Strongly Disagree → 5 = Strongly Agree
4. My contributions are valued equally, regardless of my gender identity.
1 = Strongly Disagree → 5 = Strongly Agree
5. I have equal access to leadership opportunities, regardless of my gender.
1 = Strongly Disagree → 5 = Strongly Agree
6. My workplace addresses and mitigates gender-based expectations and stereotypes.
1 = Strongly Disagree → 5 = Strongly Agree
7. My age is treated with equal respect and consideration.
1 = Strongly Disagree → 5 = Strongly Agree
8. I am supported in my career development, regardless of my age.
1 = Strongly Disagree → 5 = Strongly Agree
9. My workplace promotes collaboration across different generations.
1 = Strongly Disagree → 5 = Strongly Agree
10. I feel comfortable disclosing a disability or neurodivergence (if applicable).
1 = Strongly Disagree → 5 = Strongly Agree
11. My workplace provides adequate flexibility and support for employees with disabilities and neurodivergence (whether for myself or colleagues).
1 = Strongly Disagree → 5 = Strongly Agree
12. My workplace promotes awareness of both disability inclusion and neurodiversity.
1 = Strongly Disagree → 5 = Strongly Agree
13. I feel comfortable expressing my cultural or religious identity at work.
1 = Strongly Disagree → 5 = Strongly Agree
14. My cultural or religious practices are acknowledged and respected.
1 = Strongly Disagree → 5 = Strongly Agree
15. My workplace has policies that accommodate religious and cultural practices and needs.
1 = Strongly Disagree → 5 = Strongly Agree
16. My job title accurately reflect my contributions and responsibilities.
1 = Strongly Disagree → 5 = Strongly Agree
17. I have opportunities to expand my skills beyond my formal job title/description.
1 = Strongly Disagree → 5 = Strongly Agree
18. My workplace encourages employees to pursue diverse roles aligned with their strengths and interests.
1 = Strongly Disagree → 5 = Strongly Agree
19. I feel a sense of belonging in my workplace, regardless of the identity-based labels that may present.
1 = Strongly Disagree → 5 = Strongly Agree
20. I feel comfortable addressing identity-related issues with HR or leadership.
1 = Strongly Disagree → 5 = Strongly Agree
Your Workplace Labeling Impact Survey Score:
What does Your Workplace Labeling Impact Survey mean to you? See the table below for an explanation of your score. Your score reflects how perceived labels or assumptions tied to your identity influence your workplace experiences; including day-to-day interactions, growth opportunities, and sense of belonging. It provides insight into whether you feel recognized for your contributions without restrictive stereotypes, or if identity-based labeling may be affecting your access to fairness, advancement, or psychological safety.
4.5-5.0 Your responses suggest that identity-related labeling has little perceived impact on your day-to-day interactions, growth opportunities, or overall workplace experience. You feel recognized for your contributions without assumptions tied to your identity.
3.5–4.5 While you may feel generally supported, some identity-based labeling or assumptions could still influence certain aspects of your work environment or opportunities.
2.5–3.5 Identity-based labeling is more noticeable to you and may affect how you experience feedback, recognition, or advancement within the organization.
1.0–2.5 You perceive a notable presence of identity-based labeling, which may be shaping workplace dynamics, limiting fair access to roles, or affecting interpersonal interactions and psychological safety.

Ready to take action and go beyond labels?

While personal reflection is key, addressing identity-based labels requires organizational change. Need tailored strategies and actionable insights at both individual and organizational levels to minimize labeling’s impact in your workplace? Subscribe to our newsletter now for the exclusive insights!

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