Alignment of Values: Do the company’s stated values align with leadership practices, or is there a disconnect between what is said and what is done?

Valuing Diversity: Does your company genuinely value diversity, equity, inclusion, and belonging, or are efforts superficial, such as holding diversity workshops without real representation?

Culture of Continuous Improvement: Is there a culture of continuous improvement where feedback is encouraged and acted upon, or are concerns repeatedly ignored?

Barriers to Collaboration: Are there obstacles that hinder effective collaboration, such as poor technology, teamwork and communication?

Opportunities for Growth: Does your company provide enough training, mentorship, and growth opportunities, or do you find there’s room for stronger internal support?

Culture of Fear: Is there a prevailing culture of fear that prevents employees from voicing concerns, due to past negative experiences?

Lack of Transparency: Are transparency and open communication lacking in your company, leading to speculation and distrust during major changes?

Skepticism about Reporting Processes: Do you distrust the effectiveness of your company’s reporting channel due to generic responses and lack of follow-through?

Confidentiality Concerns: Do you worry about the confidentiality of your information when using the Employee Assistance Program (EAP), fearing details may be shared with HR?

HR and Leadership Relationships: Do you feel that HR and senior leadership prioritise their relationships over advocating for employees, leading to inadequate investigation of concerns?

Trust in Management: Is there a lack of trust in management or HR to support your well-being, especially if concerns are shared with your manager without your consent?

Favouritism: Have you observed favouritism affecting compensation or opportunities within your company?

Nepotism: Is nepotism a prevalent factor in promotions rather than merit-based achievements?

Fear of Speaking Up: Are you hesitant to voice concerns for fear of negative consequences, fostering a culture of silence?

Promotion Criteria: Are the criteria for promotions and salary raises inconsistent or unclear, causing confusion among employees?

Underrepresentation: Is there a noticeable lack of diversity in decision-making roles, affecting the inclusiveness of key decisions?

Barriers for Employees with Disabilities: Are qualified employees with disabilities or from minority groups overlooked for advancement opportunities?

Policy Communication: Are your company’s policies on discrimination and harassment effectively communicated and enforced?

Discussions on Equity: Does your workplace encourage discussions about equity and fairness, or are such conversations quickly dismissed?

Retaliation Culture: Do employees who raise concerns face consequences such as exclusion, micromanagement, or stalled career progression, creating a culture of fear?

Anxiety About Work: Is it common to feel anxious about the upcoming workweek, affecting your ability to relax on weekends?

Low Well-Being Ratings: Would you consistently rate your well-being or motivation low (1-5) on a scale of 1-10?

Emotional Pressure: Is the pressure in the workplace at times so intense that it causes employees to break down in tears during meetings?

Reluctance to Take Leave: Do you struggle to take sick or mental health days due to guilt or fear of repercussions?

Fear of Stigma: Are you hesitant to share mental health struggles due to fear of judgment or stigma?

Overwhelming Workload: Is your workload overwhelming, making it difficult to maintain a healthy work-life balance?

Lack of Mental Health Resources: Are there insufficient mental health resources, such as counselling or workshops, available to employees?

Expectation to Work Overtime: Is there an unspoken expectation to work beyond scheduled hours, contributing to burnout?

Stigma Around Mental Health Discussions: Is there a stigma around openly discussing mental health issues at your workplace?

Dismissive Attitudes: Are mental health concerns frequently dismissed by team members, suggesting others just need to “toughen up”?

Lack of Manager Training: Is there inadequate training for managers on effectively supporting employees’ mental health needs in the workplace?

Burden of Supporting Others: Are you feeling overwhelmed by the responsibility of supporting others' mental health while neglecting your own?

Absence of Well-Being Check-Ins: Are regular check-ins about employee well-being or mental health lacking in the workplace?

Values Discrepancy: Do you notice inconsistencies between your company's stated values and leadership behaviors? For example, leadership might promote a “family-friendly” workplace while discouraging flexible hours.

Dismissive Leadership: Do leaders seem unapproachable, often interrupting employees or failing to listen, such as looking at their phones during discussions?

Manipulation of Ideas: Have your ideas ever been dismissed or co-opted by others, causing you to doubt your contributions?

Power Struggles: Are you frequently engaged in power struggles, feeling undermined by team members who take credit for your work?

Gaslighting: Have you experienced or witnessed gaslighting, where concerns are dismissed and you are made to question your perceptions?

Indifference to Employee Challenges: Do leaders seem indifferent when employees face organizational challenges, often insisting that “everything is fine” despite signs of distress?

Lack of Allyship - Absence of Advocacy: Is there a lack of advocacy from leadership for employees who, for example raise concerns or experience difficulties in the workplace?

Communication of Vision: Do you find that leadership communicates the company’s vision and goals effectively, or are objectives often vague or changing?

Feedback Opportunities: Are you provided opportunities to give input on decisions that affect your work, or do changes occur without your notice, adhoc or retrospectively?

Employee Well-Being: Do you believe leaders genuinely care about employee well-being, or do they focus solely on productivity, often dismissing burnout concerns?

Inconsistent Messaging: Have you observed conflicting messages from leadership regarding policies or initiatives, leading to confusion?

Accessibility of Leadership Development: Are leadership development programs accessible to all employees, or are opportunities limited to selected individuals?

Diversity Training: Is leadership adequately trained in managing diverse teams and promoting inclusivity, or is there a limited understanding of cultural differences?

Lack of Accountability: Is there a pattern of leadership ignoring workplace issues rather than addressing them?

Short-Term vs. Long-Term Focus: Do leaders in your company prioritise immediate results over long-term growth and employee well-being, potentially leading to burnout and other health issues?

Bias in Decision-Making: Are leadership decisions influenced by personal biases or favouritism rather than merit-based criteria?

Deflection of Responsibility: Do managers dismiss concerns and justify their actions by focusing on intent rather than the impact on employees?

Support for Insubordination: If you're a people leader facing issues with a disruptive team member, do you receive adequate support from your manager or HR?

When dealing with a challenging team member, do you feel pressured to handle it alone without clear guidance from leadership or HR?

Does your company provide actionable strategies for managing difficult team dynamics, or are you left to navigate conflicts on your own?

Disinterest in Employee Input: Do you feel that leadership is uninterested in employee contributions, redirecting conversations back to their agendas?

Diversity Initiatives vs. Representation: Are there diversity initiatives in place, but a lack of representation in leadership roles?

Superficial Commitment to Diversity: Does your company seem to value diversity only at a surface level, lacking genuine commitment to inclusion and equity?

Unfair Treatment Based on Identity: Have you noticed colleagues being treated unfairly or excluded due to identity factors (e.g., race, gender, disability), such as being left out of meetings or overlooked for projects?

Ineffective Diversity Policies: Does your workplace have diversity and inclusion policies that are not actively enforced, leading to doubt about their effectiveness?

Stereotyping: Have you heard offhand comments that stereotype certain groups, often going unaddressed by management?

Lack of Support for Disabilities: Is there a lack of accessible resources, accommodations, or support for individuals with disabilities?

Micro-aggressions: Have you witnessed or experienced micro-aggressions that management overlooks or downplays?

Compliance-Focused DEIBA: Do you feel your company’s commitment to diversity, equity, inclusion, belonging, and accessibility (DEIBA) is more performative than focused on driving real change?

Hiding Aspects of Identity: Have you felt pressured to hide aspects of your identity to fit into the workplace culture?

Lack of Tools and Support: Do you find that your workplace lacks the necessary support or resources to help you succeed?

Struggles to Meet Quotas: Is it nearly or impossible to achieve performance quotas, with most employees facing the same challenges?

Unjust Performance Plans: Are you unfairly placed on a performance improvement plan without valid reasons?

Barriers to Development Opportunities: Do you encounter obstacles when seeking training or professional development opportunities in your workplace?

Are you hindered in your pursuit of training or professional development by workplace barriers?

Inadequate Feedback: Do you receive criticism instead of constructive feedback when requesting it?

Under-recognition of Contributions: Are your contributions inadequately recognised in performance evaluations?

Stagnant Career Progression: Is career progression stagnant, with no opportunities for improvement or promotion?

Unfair Promotions: Have you been overlooked for promotions in favor of less qualified candidates?

Lack of Recognition: Do you feel that leadership overlooks or undervalues your efforts, contributions, and achievements?

Catfishing or misleading job offers: Have you been hired for a role that didn't meet the expectations set during the hiring process, particularly in terms of role grade, benefits, or responsibilities?

Have you faced situations where your role or promotion was presented as being at a higher grade than it actually was, leading to discrepancies in expectations around benefits and responsibilities?

Comfort in Voicing Concerns: Do you feel comfortable voicing your concerns, or is there fear of retaliation?

Tense Work Environment: Is your work environment consistently tense or pressured, contributing to feelings of instability and uncertainty?

High Turnover Rates: Have you witnessed high turnover in your team or department over the past year, negatively impacting morale?

Feelings of Isolation: Do you feel isolated or excluded from your team or organisation?

Bullying or Harassment: Have you experienced or witnessed bullying, harassment, or unfair legal practices in the workplace?

Comfort in Being Yourself: Do you feel comfortable being yourself at work, or is there tension or exclusion within your team?

Underpayment Concerns: Do you feel underpaid while facing rising targets and expectations?

Salary Reflection Issues: Do you feel that your salary doesn’t accurately reflect the value of your contributions and the impact you make, causing frustration?

Lack of Pay Structure Transparency: Is there a lack of transparency around pay structures, leaving you uncertain about salary comparisons?

Unfulfilled Benefits Promises: Are you receiving fewer benefits or bonuses than promised, often without explanation?

Inadequate Benefits Package: Does your benefits package lack essential offerings like health insurance or retirement contributions?

Budget Constraints: Are you frequently told that budget constraints limit salary increases or promotions?

Favouritism in Pay Decisions: Do you feel that meritocracy is lacking, with pay decisions based on favouritism rather than performance?

Changes in Compensation Awareness: Are you left unaware of changes to your compensation package or benefits?

Lack of Retention Strategies: Do you feel that employee retention strategies are lacking in your company?

Frequent Turnover Discussions: Are there frequent discussions about employee turnover without actionable plans to address it?

Feeling Undervalued: Do you feel undervalued, leading to a lack of commitment to staying long-term?

Ineffective Conflict Resolution Channels: Do you feel there are no effective channels for resolving conflicts or disputes?

Unresolved Conflicts Impacting Teams: Are unresolved conflicts negatively affecting team dynamics?

Lack of Conflict Resolution Training: Is there a lack of training for employees and management on conflict resolution?

Guidance on Managing Disputes: Do you feel your workplace does not provide adequate guidance on managing disputes?

Prioritisation of Safety: Do you feel your workplace adequately prioritises physical safety and mental well-being?

Health and Safety Regulation Concerns: Are there concerns about health and safety regulations not being enforced?

Emotional Safety at Work: Do you feel emotionally unsafe at work, lacking adequate support?

Trust Issues with EAP: Do you feel hesitant to use the Employee Assistance Program (EAP) because it’s provided by your employer?

Do you struggle to trust the Employee Assistance Program (EAP) due to concerns about confidentiality or its potential connection to management?

Do you struggle to trust the Employee Assistance Program (EAP) based on a colleague's previous negative experience or unresolved issues?

Acting on Feedback: Are feedback mechanisms in place but rarely acted upon?

Discouragement of Honest Feedback: Do you feel employees are discouraged from providing honest feedback for fear of repercussions?

Discomfort in Sharing Feedback: Are you uncomfortable sharing honest feedback in your workplace?