The Business of DEI

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Insights from PulselyInsights from PartnersRecommended ContentPulsely Sessions

Insights from Pulsely

Blog

Demystifying DEI Data: Addressing Concerns and Building Trust for an Inclusive Future

Using data to understand your current state enables you to set specific, achievable goals that are relevant to the organization. Many organizations are wary of the legal risks associated with this data; on one hand, data is necessary to identify challenges and measure progress but, on the other, recent legislation in the U.S. has created fear of litigation.

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Articles

Pulsely Scientific Framework and Guide to Analysis 2023

Pulsely's DEI Assessments are based on two scientifically rigorous and research-backed frameworks, measuring the inclusion environment an employee experiences in your organization (Workplace Inclusion) and the inclusion skills and beliefs they bring with them (Inclusion Competencies).

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Blog

Are Your Company Events Creating Exclusion?

Many companies overlook how influential corporate events are in reinforcing exclusion or cultivating inclusion. And even though certain practices became obsolete and most leaders recognize the need to create inclusion in the workplace, when it comes to corporate social events, some specific considerations should be taken into account.

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Blog

How to Build an Inclusive Performance Management System

Performance management bias can undermine your best DEI efforts and reinforce inequitable outcomes and discriminatory structures. By ensuring an inclusive performance management system, your employees will be motivated to give their best contributions to your organization - knowing they will be recognized and appraised for those contributions.

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Blog

Have You Checked Your Team's Motivation Levels for DEI?

When it comes to DEI, the motivation levels of individuals and the overall motivational profile you are dealing with matter. We’ve repeatedly heard that leadership commitment is critical to DEI effectiveness and trickles down to effect the organizational tone and commitment. What motivates an individual can come from different places, it can be intrinsic or extrinsic, but motivation underlies commitment.

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Blog

5 Ways to Become More Conscious About Systemic Bias

Systemic bias negatively affects individuals, groups, teams, organizations and society. It governs the basis of important decision making and has a profound impact on the workplace. It’s the pervasiveness, ambiguous and often invisible bias that is most detrimental. Systemic bias has a continuous and cumulative debilitating impact foremost on individuals in certain groups. 

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Partners insights

New Ways to Source More Diverse Candidates with Amazing Results

Widening your recruitment funnel is one of the most effective ways to recruit for diversity but is neither easy nor a one size fits all solution. Your recruitment processes need to reflect your organisation’s culture which can take time, but there are some quick and easy ways that will make a difference.

EnERGize: Using ERGs to Drive Engagement in a Virtual Work Environment

The program is designed to educate and inform ERG leads, ERG members, and those contemplating starting/joining

9 Key Tips to Get Buy In for Diversity and Inclusion

Are you struggling to engage senior leaders in diversity and inclusion? Do you work in a place where people just don’t seem to see the issue?

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Recommended content

How to Communicate Your Organization's Commitment to Diversity, Inclusion and Belonging in Recruiting

Understand the actions your organization should take to communicate your commitment to Diversity, Inclusion and Belonging in the recruitment process.

Harvard's Implicit Association Test

The Implicit Association Test (IAT) measures attitudes and beliefs that people may be unwilling or unable to report.

The Role for Chairs and CEOs in Driving Diversity and Inclusion

This article from Harvard Law School discusses the role of board chairs and CEOs in promoting diversity and inclusion inside their organizations.

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Pulsely Sessions

Designing a Winning DEI Strategy

To design a successful DEI strategy, DEI leaders should focus on key building blocks such as securing leadership commitment, defining clear goals and metrics and ensuring employee engagement. In this session, we discussed how Pulsely helped Zain bring their DEI strategy to the next level with a data-centric approach and science-backed framework.
Organizational Change Through Inclusion Competencies Assessment

By mapping the prevalence of different inclusion mindsets across different segments such as department, level or geography, DEI and HR leaders can identify strengths and areas for improvement from both organizational and individual perspectives. In this session we discussed how the inclusion competencies assessment can be used to drive organizational change.
Driving ESG Progress Through DEI

In this live event we discussed how organizations can manage relationships with their workforce and the communities in which they operate in a world of volatility, uncertainty, complexity, and ambiguity (VUCA), and how they can advance the "S" of their ESG strategy by focusing on Diversity, Equity and Inclusion.
Assessing Inclusion Competencies

In this session we discussed how Pulsely helps organizations assess their employees' motivation and skills to become more inclusive. Understanding your employees' mindsets enables you to meet them where they are, support them in becoming more inclusive, engage change agents, and guide organizational action.
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The Business of DEI

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