Many companies do have annual engagement surveys that assess key elements of the culture and the employee experience. What we have seen is that even when there is demographic analysis of engagement results, companies may know WHO may be less engaged by not WHY, so they struggle to identify WHAT to do differently to increase engagement.At Pulsely we know that inclusion is a precursor to engagement. Our diagnostic questions assess the underlying causes of the problem by evaluating research-identified barriers to inclusion that underrepresented employee groups may face. With our actionable insights you can implement solutions that are directly related to challenges specific groups are facing and you can measure your progress!Even if your organization requires you to do an annual engagement survey, Pulsely is value-add. The diagnostic direction you get from Pulsely will enable you to make greater gains in your engagement numbers.

We believe that all companies from all industries benefit from a diverse and inclusive culture. That said, companies with executive D&I commitment, dedicated resources, and a willingness to discuss  the challenging topic of systemic inequities benefit the most from using Pulsely. The potential benefit you can achieve with Pulsely is a function of your current internal state and the nature of the industry you operate in.Internal D&I state: Keep in mind that most companies want to believe they are doing much better than they actually are - stop guessing and start knowing! Otherwise it is like hoping to lose weight without ever stepping on a scale.
If your company does not have a structured approach to D&I, you  can benefit from a lot of low hanging fruit that becomes evident once you understand your greatest challenges and how to address them. 
If your company has been at this work for a while but is not seeing much progress, the diversity fatigue can be frustrating. With D&I analytics you will be able to pinpoint your barriers to progress and implement targeted solutions to close those gaps. If your company has a more sophisticated approach to D&I and is using people analytics to identify workforce gaps, you can now include Pulsely’s inclusion metrics to diagnose the role inclusion plays in your challenges; the solutions you implement become much more focused and measurable.

Pulsely data collection instruments have been carefully designed to generate high levels of participation and completion. Employees often mention that the questions in our Inclusion Survey are fascinating and thought-provoking, as they are not the typical employee engagement questions. We also believe that communication and trust between the employee and the employer strongly influence response rates. We offer a communication plan and templates that include messages from leaders to establish the importance of the project to the organization and to the executive team.  These messages should also reinforce the confidentiality of responses and the organization’s intent to use the results to guide action that will improve the workplace. Pulsely helps you reinforce the Data-Insight-Action loop so that employees believe their contributions will be valued and acted upon.

Many of our clients ask about benchmarks because their leaders often want to know how they compare with other companies. In the work of DEI (Diversity, Equity, Inclusion), our analysis of equity focuses on internal benchmarks within your workforce. As such, our priority is to highlight the patterns of responses across demographic groups at your company. We will identify how inclusion scores vary among different segments that you prioritize (e.g., gender, level, etc.).For overall inclusion pillar scores and inclusion competency scores, Pulsely provides your organization’s percentile score. Grades for each pillar are based on percentiles of all employees participating in Pulsely's Inclusion assessments. The mean response of your employees is compared to the mean response of employee responses globally. Overall grades are important, but the patterns of experiences among groups will indicate organizational strengths and inclusion gaps.Identifying and addressing those inequities before they become a liability is a priority. After implementing solutions, you will then measure your progress toward closing those gaps and continue to monitor and re-prioritize your other metrics. Making progress toward your goals is the ultimate purpose of benchmarking. We do not provide more specific benchmarking because we have seen that when leaders are provided with external benchmarks, one of three things happens:1. If your scores surpass the benchmarks, results can provide a false sense of reassurance and “mission accomplished” when there is still work to be done.2. If your scores align with the benchmarks, despite being just as “bad” as other companies, leaders can lose a sense of urgency.3. If your scores are below the benchmarks, leaders will ALWAYS find a way to doubt the relevance of the benchmarks to their business blaming region, size, industry, timing, etc.Of course many companies find that benchmarking against their competitors is a useful motivation. One important caveat is to not let the results of external benchmarks provide a false sense of reassurance. Being a leader in a lagging industry is nothing to brag about. All it takes is one committed competitor to make progress and you have lost your advantage; without momentum it may take you longer than you expect to regain your leadership position.

We can collect any demographic information that is relevant to you. These are the most frequently asked used demographic dimensions: GenderGender Identity/Sexual OrientationRace/EthnicityAbilityCaregiving ResponsibilityAge / GenerationMarital StatusLanguage (one or two official languages)NationalityEducationSocioeconomic backgroundReligionVeteran StatusCareer Progression

Included in the pricing, our Customer Success team is available for any questions or challenges you may experience.Besides the Pulsely software solution Pulsely also offers DE&I services. For more information please visit our Services offer. (and link this to the Services page)

We distribute unique links to employees to track response rates by demographics and to limit reminder emails to those who haven't yet responded. In this model, your employees’ survey responses are confidential. While our system may capture response-specific data, it does not allow us to access an individual’s answers. As the client, you will not be able to link any specific response to any individual employee. All data is aggregated before being presented to you. Furthermore, no group or data subset with fewer than five responses will be displayed. If necessary, multiple response categories may be combined to meet this minimum threshold, or the data will not be shown.

At Pulsely, we are committed to our customers’ data privacy and information security. We’ve aligned our security programs with (i) ISO 27001, followed secure development practices, provided ongoing training for employees, and more. Our policies and procedures are reviewed and compliant with (ii) The General Data Protection Regulation (GDPR).All third party services that Pulsely uses in order to process Data and deliver the core speciality of its products are also compliant with (i) and (ii).Read our full data privacy policy here.

The benefits are in both the type of analytics provided and the timing. Many HR teams have expertise in people analytics, but they may not have expertise in looking at data through the lens of diversity and inclusion. Our experts inform not only what is measured but how the data is analyzed and displayed to reveal actionable insights. We have seen analytics teams get lost in deep analysis while missing the “forest for the trees” because they aren’t sure how to identify the most relevant insights.

To manage: If you can’t measure DE&I KPIs, you can’t manage De&I or hold the organization accountable for progressTo focus: Companies need to deploy targeted efforts that deliver impact. This is not possible without reliable analytics that identify specific points of interventionTo save money: invest in the right actions, monitor progress, identify what’s working and replicate across your companyTo anticipate risks: To identify risks of legal noncompliance, liabilities and employee churn.