GDPR, a strict guideline followed in Europe and influencing data privacy restrictions globally, recommends only asking the data that is necessary to take action that benefits the employee.

Out of the box, we offer a default set of carefully selected diversity dimensions. It is possible to add additional diversity questions that capture essential information for you as a client. We recommend that you only ask questions that you will act on. Asking the question creates the expectation for employees that any identified issues will be addressed. Please review the Pulsely Implementation Guide 6: Data Decisions document and then contact us if you’d like to add additional diversity dimensions.

At Pulsely, our goal is to capture data on employee segments that are actionable (identifiable and of sufficient size to warrant the dedication of resources). The comparison of data from these segments will be used to analyze patterns that help you understand the perceptions and experiences of these groups.  While it is important to be inclusive in the answer options, there is no way to have a mutually exclusive and completely exhaustive answer option for every single person. This is not desirable for other reasons, as well; employees from smaller minority groups often fear being singled out if they expect being an “only” in a category. For this reason, we provide an “Other (specify)” category for less common segments; this allows a person to identify themselves specifically, if they desire, but also enables them to feel protected by a larger group identity.

If the answer categories (demographic segments) in the standing wording of Pulsely’s demographic questions does not align with the data you need to capture, you can customize the demographic questions and answer categories in line with your organizational terminology and current HR categories. Not all service levels allow this customization, so please determine whether the customization is needed and ask your Pulsely Advisor about the change fee.