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^ That, also this is an extremely effective way at identifying problematic individuals whose values don't align with the organisation's objectives.

The HR department at my previous employment sent out a similar survey last year, with the intention to identify, and remove troublesome individuals during a period of downsizing.

Needless to say it was quite effective.

Yes, that's why it was no surprise when I heard that this was driven by an equity consulting firm. They have no interest in finding out if respondents think that too much time is being spent on equity.

DEI also makes for good, easy-to-meet metrics for groups otherwise not up to much, like HR.

"Here is a metric about diversity, and everyone keeps talking about how great it is, and look -- we're so much better about it! Promotion plz."