Pulsely

Here are some Guidelines for the Pre-test (please share them with your pre-testers):

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What Pre-testers need to look for?

Confirm the following:

The invitation email arrived in your mailbox correctly (not in spam folders);
When clicking the “Begin Survey” button, it redirects you automatically to a page to start your survey;
All basic functionality should work: ability to navigate the survey, mark answers and submit without issues;
All directions should be clear and easy to follow;
Identify and report any spelling or grammar mistakes.

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What Pre-testers don’t need to worry about?

The wording of the survey statements are part of an extensively tested scientific framework. This guarantees that those questions work well together to measure the mentioned Inclusion Pillars/Competencies. Due to that, the survey items are not customizable and there is no need to give feedback about their wording.

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Important notes on the pre-test:

All the Workplace Inclusion and Inclusion Competencies statements (first sections of the survey where the answers options are from Strongly Disagree to Strongly Agree) will be non-required in the pre-test; this makes it easier to move forward in the survey pages. Rest assured that, in the actual survey, respondents will be required to provide an answer to all survey items (except demographic questions which are legally required to be optional) in order to move forward.
If pre-testers choose to click on answers, we recommend that they respond randomly to each question rather than considering their true response. Their pre-test answers will not be included in the analysis. It is more important for the pre-testers to reflect and consider the individual survey items when they receive their link to the “real” survey.

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. GDPR, a strict guideline followed in Europe that influences data privacy restrictions globally, recommends only collecting the demographic data that is necessary to take action which benefits employees. As a default. we recommend a set of carefully selected diversity dimensions that organizations are commonly addressing with their DEI programming. For most companies, these default demographics will give you more than enough to analyze and address for your workforce. It is possible to add additional diversity questions that capture other essential information for you to understand your workforce. For example, if your company has recently completed a merger or acquisition, you may need to compare how inclusion may be impacting the experiences and performance of employees from those legacy groups. However, we recommend that you only ask questions that the organization is prepared to act on. Asking the question creates the expectation for employees that any identified issues will be addressed.

If the answer categories (demographic segments) in the standard wording of Pulsely’s demographic questions do not align with the data you need to capture, you can also customize the answer categories in line with your organizational terminology and current HR categories. 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.

After you review the Pulsely Implementation Guide 6: Data Decisions, contact us if you’d need to add additional diversity dimensions or edit answer 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.

What information do I give to the pre-testers?

What information do I give to the pre-testers?

Can we change the wording of the survey items or the order of the questions?

Can I add customized questions?

Does Pulsely have questions designed to inquire about socioeconomic status, political affiliation, or religion?

How come "Prefer not to say" is not listed as a default choice?

Why is Race/Ethnicity asked this way?

Why are Gender and LGBTQ+ Community asked this way?

Can I add to or change the diversity dimensions, or demographic questions, in the survey? What about the answer options?

What communications should support this program?

How does Pulsely ensure employee participation on surveys?

Can I extend the time that the survey is open? (the standard time is 10 business days)

What kind of companies benefit from Pulsely?

How is Pulsely different from an engagement survey?

How is Pulsely different from other providers?

How are the inclusion and equity scores calculated?

What do we do after receiving the report? What is the best strategy to implement action?

Why do I see fewer demographic categories/segments in the report than the number of options in the survey?

Do you benchmark company data with industry or geographic data?