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: Are sufficient mentorship and growth opportunities available within your organization, or is internal mentorship lacking?

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?

Favoritism: Have you observed favoritism affecting compensation or opportunities within the organisation?

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

Fear of Speaking Up: Do you feel penalised for expressing concerns, leading to 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: Is there a culture of retaliation against those who raise concerns, creating a hostile environment?

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 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 counseling 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?

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: Have you noticed a lack of accountability from leadership concerning employee grievances, with complaints often ignored?

Short-Term vs. Long-Term Focus: Do leaders prioritize immediate results over long-term growth and employee well-being, potentially leading to burnout?

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

Deflection of Responsibility: Do managers often deflect accountability with phrases like “I said that with good intentions,” without acknowledging the impact on their employees?

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

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: Are colleagues treated unfairly or excluded based on identity factors (e.g., race, gender, disability), such as being left out of meetings?

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

Microaggressions: Have you witnessed or experienced microaggressions that are often dismissed by management?

Compliance-Focused DEIBA: Do you feel the company’s commitment to diversity, equity, inclusion, and belonging (DEIBA) focusses more on compliance than genuine 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: Does your workplace fail to provide the necessary tools or support for success?

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?

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 leadership fails to acknowledge your contributions and hard work?

Catfishing or misleading job offers: Have you been hired for a role that was misrepresented as a higher grade, or have promotions been falsely portrayed, leading to unmet expectations regarding 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 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: Are you underpaid while facing rising targets and expectations?

Salary Reflection Issues: Does your salary fail to reflect your contributions, leading to 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?

Favoritism in Pay Decisions: Do you feel that meritocracy is lacking, with pay decisions based on favoritism 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 organization?

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 unable to trust the Employee Assistance Program (EAP) due to it being provided by your company?

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?