Workplace inclusion diagnostic
Drive innovation through inclusion
Uncover the invisible barriers to innovation by understanding how psychologically safe and inclusive your workplace truly is.
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Trusted by employees
We’re improving workplace inclusion for more than 32,000 employees worldwide.
Workplace inclusion diagnostic
Foster bold ideas & unlock collective intelligence
Innovation starts with psychological safety. When employees feel safe to speak up, challenge ideas, and take risks, creativity can thrive. BCG found that companies with diverse management teams generate 19% more revenue from innovation.

Pulsely’s Workplace Inclusion Diagnostic shows where inclusion and psychological safety are driving or blocking innovation. By highlighting gaps in experience across demographic groups, we help you build a culture where bold thinking is possible.
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Why It Matters
Psychological safety is the foundation of innovation. Without it, employees stay quiet and creativity suffers. Pulsely uncovers where inclusion is breaking down, which groups feel silenced, and what behaviors are getting in the way of progress.
Demographic analysis
Pulsely’s 7 pillars of inclusion
Performance indicators
Demographic analysis
With confidential self-ID data, we show who feels safe to share ideas and who doesn’t. This helps you build an environment where every voice can shape the future.
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Pulsely’s 7 pillars of inclusion
We evaluate inclusion across 7 engagement-driving pillars with psychological safety as a central indicator of innovation potential:
Psychological Safety: Can teams take risks and speak up without fear?
Belonging: Do employees feel comfortable enough to contribute openly?
Accountable Leadership: Do leaders empower diverse voices and ideas?
Managerial Relationships: Do managers support experimentation and feedback?
Career Opportunity: Are all employees supported to grow and innovate?
Appropriate Behavior: Are there subtle signals that discourage input?
Work-Life Effectiveness: Are employees energized to contribute creatively?
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Performance indicators
Innovation: Are employees able to challenge the status quo and share new ideas?
Engagement: Are they actively contributing beyond their role?
Retention: Are they motivated to build the future with your organization?
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How It Works
We guide your team through a focused, 4-phase process that turns feedback into transformation:
Phase 1
4 - 6 weeks
Kick off
Get leadership onboard
Host your internal project launch meeting
Build a communications plan
Finalize data needs
Phase 2
2 weeks
Survey launch
Phase 3
3 weeks
Data analysis
Report building
Phase 4
1 week (deliverables)
Diversity snapshot
Diagnostic report
Results debrief meetings
The Pulsely platform has been extremely helpful in understanding our team and their needs in a responsible way that protects their confidentiality and ensures data we can rely on to design interventions.
Ren Gaffney
General Counsel
When our company launched its DEI effort, we knew we needed comprehensive data to help guide our decision-making.
Mike O'Malley
SVP Government & PR
In my 20+ years in the industry, I have explored several assessments and Pulsely is the one that I felt most closely aligns with the concept of inclusion I believe in.
Dr. Linda G. Wiley
CEO
The data as well as the data presentation helped me greatly to pinpoint challenges and opportunities and engage with senior leaders in the business. We've reached a higher level of awareness of the topic.
Anneke Beerkens
Head of Inclusion and Belonging
The whole process was very straightforward and we had their support in communicating and engaging our employees. Pulsely DEI survey has original questions that lead to interesting reflections. The final report highlighted our strengths and weaknesses that allowed us to create an action plan.
Fernanda Pires
VP of People and ESG
Pulsely did a fantastic job listening to our needs, and walking along side us in our DEI journey. The turn around time on our results were extremely fast and the report was clear, specific, and easy to explain. We feel like we have a better understand of where we are at so we know where we need to go.
Megan Donecker
DEI Strategy Officer