2025 survey on diversity, inclusion and respect at the workplace

The survey

Optional and anonymous survey, based on self-identification.
Sent to all staff of the Commission, the European External Action Service, and Executive Agencies.
10,186 respondents at a 17.4% response rate.
Examined staff views on the 6 grounds of discrimination set out in the Treaties: sex, racial & ethnic origin, age, religion or belief, disability, sexual orientation.
Questions on carer responsibilities, neurodiversity and nationality were added, following feedback from respondents of the previous survey.

Main findings

The respondents’ overall perception of diversity and inclusion in the workplace is positive.

Diverse organisation

Figure 1: I consider my organisation is diverse in terms of age, disability, gender, racial or ethnic origin, religion or belief, and sexual orientation.

Stacked bar chart showing that the strongest agreement is for gender at 61.1% agree and 18.1% slightly agree. Age and sexual orientation also show relatively high agreement, at 39.6% and 40.9% agree, respectively, while racial or ethnic origin and religion or belief are lower, at around 25%. Disability has the lowest agreement, at 18.6%, and the highest disagreement, with 16.5% slightly disagree and 23.2% disagree. Neutral responses are notable across categories, especially for religion or belief (20.1%) an

Personal value

Figure 2: At work, I feel I am personally respected, valued and that I have the same opportunities as others, irrespective of my personal characteristics.

73.6% of respondents feel personally valued.

Stacked bar chart showing that in 2021 the positive responses were 72% and that in 2025 the positive responses have increased 1.6%, reaching 73.6%.

Recommendation as an employer for D&I

Figure 3: Would you recommend your organisation as an employer of choice regarding diversity, inclusion and respect at work?

78.1% of respondents would recommend their organisation as an employer for diversity and inclusion.

Stacked bar chart showing that most respondents would recommend their organisation as employer. Positive responses are highest among respondents over 60 years (49.7%) and men (45.6%), but lowest among disabled respondents (21.9%). Partial recommendation remains high across groups, especially among LGBTQI respondents (43.8%) and respondents under 30 years (42.3%). Negative views are generally below 19%, except among disabled respondents (28.7%) and ethnic minorities (23%). Small shares under 5% don’t know or

Awareness of D&I actions

Figure 4: Are you aware of your organisation’s actions to promote diversity and inclusion (the Commission’s Diversity and Inclusion Strategy and related Action Plan or the EEAS Diversity and Inclusion Agenda)?

78% of participants indicated awareness of actions promoting diversity and inclusion.

Respondents with managerial responsibilities significantly exceeded the overall average both in awareness of diversity and inclusion actions and participation in training.

Semicircular graph showing that in 2021 the positive responses were 71% and that in 2025 the positive responses have increased 7%, reaching 78%.

Next steps

Managers show high awareness and motivation to do more about diversity and inclusion. To sustain this, focus will be put on continued leadership development.
While awareness of actions to promote diversity and inclusion among staff is high, only 31.3% indicated participation. Greater participation will be encouraged.
Overall, the majority of respondents reported being generally satisfied with the organisations in terms of diversity and inclusion. However, the findings indicate that increased support has to be provided, specifically for colleagues with a disability or with carer responsibilities, neurodivergent staff or colleagues from an ethnic minority background.
The survey findings will help the Commission to update the diversity and inclusion Action Plan, focusing better on where the needs are.