Pulsely offers detailed Implementation Guides as well as templates you will need during your project. Please see the relevant implementation guide for each step of the way.
Take a look at the Communications Templates, in particular. This is often the most overwhelming piece and we have taken the pain away. You don’t have to worry about which communications are needed or how to structure the messages; we will walk you through the process and provide templates for each communication needed, step-by-step.
Getting your senior leaders involved with the Pulsely project is critical for success. Even if you don't require senior leader approval to launch Pulsely, executive championship is necessary for the organization to prioritize this project and the resulting action plan.
In addition to engaging your leadership team, you will want to engage stakeholders from across your organization. This level of involvement is critical for broader change management as well as building support more broadly across the company. In essence, you are trying to create a steering committee for this project but also to build momentum for your DEI actions that result.
You have a lot on your plate already and you turned to Pulsely for a simplified solution. The implementation of Pulsely is straightforward but will require support from your team internally. We have built this project plan to help you anticipate what resources are needed on your end and to enable you to keep track of the tasks required each week to manage your timeline.
Pulsely is a DEI data and analytics tool that reveals actionable insights for organizations in order to create a more inclusive workplace for all. Pulsely will use surveys to collect employee responses and then interpret the data to provide the organization with insights based on Diversity, Equity, and Inclusion metrics. These insights will guide the organization in addressing employee challenges that impact business performance. Pulsely is committed to ensuring the anonymity of employee responses, only disclosing data when there is no risk of employee identification, either explicity or implicitly.
The foundation of an inclusive organization is a culture of trust and transparency. And, depending on your company culture, it doesn’t hurt to have a little fun as well. Our communications guide will incorporate all the information that employees need to understand how Pulsely impacts them personally, as well as how this project supports your business performance.
In this step, we ask that you and your internal team discuss what you hope to determine with this survey and whether the open-end and demographic questions included will provide the insights you need.
Pulsely’s Inclusion survey measures employee agreement/disagreement with statements about their own workplace experiences as well as attitudes and beliefs regarding inclusion. These statements are based on our scientific framework that relies on the latest Diversity, Equity and Inclusion (DEI) research.
This template is helpful for planning your Leadership Discussion. Customize as you see fit.
This template is helpful for planning your Internal Launch Meeting. Customize as you see fit.
The Workplace Inclusion Diagnostic Report is a deep analysis of inclusion across your demographic groups and identifies the groups that your organization is at risk of underutilizing, along with the specific inclusion gaps they face, and relevant recommendations for action.
The Inclusion Competencies Report measures the inclusion skills and beliefs of your employees. It provides a shapshot of the inclusion perspectives most common among your employees to allow you to meet them where they are and build inclusion more effectively.
The Topline Report summarizes main findings from the Workplace Inclusion Diagnostic. (If the Inclusion Competencies assessment is conducted simultaneously, these results will also be incorporated). This report is most often used in discussions with business leaders.
The Organizational Self-Assessment Report is evaluation of your company’s structures, processes, policies, and programs. It helps you implement new initiatives in a deliberate and manageable way.
The Leadership Pipeline Analysis Report identifies gaps in proportional progression among your employee groups and where the leaks are in the pipeline to leadership. It analyzes data on hiring, promotion rates, and attrition over 2-3 years that allows you to pinpoint your greatest opportunities to achieve more proportional representation or gender balance.
The Diversity Analysis Report is a robust assessment of your company’s Diversity status.
Here you can find the four individual reports a participant can get from completing the Inclusion Competencies Assessment.
FROM the Top (CEO/Executives).
TIMING One week before all-staff email.
This communication is recommended.
FROM the Top (CEO/Executives).
TIMING One week prior to the survey.
This communication is required.
FROM Project Owner within client organization: DEI/HR Manager.
TIMING One day prior to the survey.
This communication is required.
FROM Employer.
TIMING Day of the survey Launch.
This communication is required.
FROM Employer to all employees regardless of response/non-response.
TIMING One week after the survey launch.
This communication is recommended.
FROM Business Line Leader (if necessary to increase engagement and participation) to Department/Team.
TIMING If needed, one day after reminder message.
This communication is optional.
FROM Employer to all employees regardless of response/non-response.
TIMING The day before the survey closes.
This communication is recommended.
FROM Employer.
TIMING One week after survey close.
This communication is recommended.
FROM Employer to all Staff.
TIMING After leadership review; within weeks of survey completion.
This communication is recommended.
FROM Employer to all Staff.
TIMING After presenting the action plan to leadership team and ensuring entire senior leadership team is on board.
This communications is recommended.