The Business of DEI

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Insights from Pulsely DEI Initiatives Insights from Partners Recommended Content Pulsely Sessions

Insights from Pulsely

Is It Time to Rename DEI?

Language influences perceptions, and while terms like DEI have sparked debate, the core goal remains to create equitable, inclusive, and supportive workplaces that foster belonging and accessibility, regardless of the terminology used.

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What to Do When You Feel Excluded at Work

Workplace exclusion harms both individuals and organizations, but fostering inclusivity requires organizations to build inclusive cultures and individuals to take proactive steps to navigate and address exclusion.

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Not Another Employee Survey! 8 Best Practices to Make Employee Surveys Great Again

Thoughtfully designed DEI surveys uncover actionable insights by asking specific, well-worded questions, ensuring logical flow, balancing biases, and fostering trust, enabling organizations to drive meaningful change and track progress over time.

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Celebrating Together: An Inclusive Guide to Workplace Holidays

The holiday season is a chance to foster inclusion by honoring diverse traditions, understanding employee needs, and creating flexible, inclusive celebrations.

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The Future of DEI in Trump’s America

The future of DEI under Trump's presidency faces various challenges, requiring organizations to defend, adapt, and refocus on measurable, business-driven inclusion strategies.

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The 10 Things You Need to Know to Successfully Collect Employee Data

Successful collection of employee data for DEI initiatives requires understanding regional legal frameworks, ensuring transparency, securing informed consent, prioritizing data security, and adopting inclusive, purpose-driven survey methods.

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White papers

How Pulsely Uses DEI Analytics to Provide Direction Towards Greater Equity in the Workplace

Chandre Torpet

The key D&I success factor: Getting your leaders on board

While many D&I initiatives begin at a grassroots level among employees, organisational impact is often elusive until senior leaders become engaged.

Betsy Bagley

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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.

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?

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

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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

March - 2023

February - 2023

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December - 2022

November - 2022

October - 2022

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March - 2022