Workplace inclusion diagnostic
Improve employee well-being through inclusion
Understand how inclusion impacts your employees’ well-being—and take action to create a healthier, more supportive workplace.
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Trusted by employees
We’re improving workplace inclusion for more than 32,000 employees worldwide.
Workplace inclusion diagnostic
A healthier culture starts with inclusion
Employee well-being doesn’t happen by accident—it’s shaped by everyday experiences at work. Pulsely’s Workplace Inclusion Diagnostic helps you identify where employees feel supported, valued, and safe—and where they don’t.

When inclusion is strong, well-being follows. When it’s not, employees face higher stress, lower morale, and greater risk of burnout. Our data-driven approach uncovers where well-being is at risk and gives you the insight to build a culture of care.
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Why It Matters
Burnout, disengagement, and mental health challenges often stem from invisible barriers in workplace culture. Pulsely helps you pinpoint which groups are struggling with low well-being, Identify inclusion gaps, and take targeted action to build a more supportive and resilient workforce.
Demographic analysis
Pulsely’s 7 pillars of inclusion
Performance indicators
Demographic analysis
We collect confidential self-ID data to understand how different employee groups are represented—and how inclusion impacts their sense of support, balance, and belonging.
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Pulsely’s 7 pillars of inclusion
We evaluate inclusion across 7 pillars, each connected to well-being:
Belonging: Do employees feel accepted and valued for who they are?
Accountable Leadership: Do leaders model care and create psychological safety?
Managerial Relationships: Do managers support well-being and personal growth?
Career Opportunity: Do employees have clarity and fairness in their development paths?
Appropriate Behavior: Are toxic behaviors addressed swiftly and effectively?
Work-Life Effectiveness: Are employees supported in maintaining balance and preventing burnout?
Psychological Safety: Can employees speak up, ask for help, and learn without fear?
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Performance indicators
Well-being: Emotional and psychological health at work
Engagement: Motivation and energy in daily work
Retention: Long-term commitment to your organization
Innovation: Are employees confident enough to contribute new ideas?
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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