Insights from Pulsely

Read our latest articles and white papers and learn what's trending in DEI

Bias in Hiring: Why Does It Matter And How To Tackle It

How you feel about having unconscious bias does not put into question whether you have it. Even if you work on your conscious mindset, unconscious mental shortcuts and split-second decisions prevail - especially in the recruiting process. In this article we discuss the consequences of bias in hiring and how to tackle it.

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Bias In Hiring: Going Beyond The Basics

Accepting that bias exists in your hiring process empowers your organization to productively focus on implementing the behavioral interventions that will mitigate its effects - allowing you to build a more talented workforce by making more effective and inclusive hiring decisions.

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Breaking The Glass Ceiling Through Visible DEI Leadership

Diversity in senior and C-suite leadership helps to create a culture where more people in the organization can envision their potential trajectories, feel supported, be able to fully contribute and feel free to be themselves. When DEI leadership is weak at the executive level, there’s no backbone to DEI efforts throughout the organization.

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DEI Analytics - Where to Start

Implementing a DEI assessment is not about collecting all the data you can get your hands on: it's about getting the right data, reading that data for precise insights and then knowing how to act on those insights. With bespoke DEI analytics, you can investigate the state of DEI in your organization to formulate and prioritize your action plan.

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Pulsely Scientific Framework and Guide to Analysis 2022

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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How to Reduce Risks of DEI Programs

Publicly espousing the importance of DEI without backing that with substantial commitment, robust data, actionable steps, comprehensive policies and an effective monitoring process is risky. Organizations need an authentic, focused DEI plan to address gaps and become more resilient to potential risks.

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DEI Leaders: Lee Jourdan

Kicking off our new DEI Leaders series, Pulsely interviews Lee Jourdan, member of Pulsely's Advisory Board, former CDIO at Chevron and Independent Corporate Board Director at PROS Holdings. In this interview, Lee shares his knowledge about DEI and talks about important topics such as privilege, leadership accountability and the importance of DEI data for the success of DEI initiatives.

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Invisible Diversity: How Neurodiversity Inclusion Drives Business and Cultural Advantages

Neurodivergent individuals can often be misunderstood or misperceived when viewed through neurotypical expectations - and rejected too quickly for the wrong reasons. Learn how to adapt hiring processes, workplace arrangements and norms to enable neurodiverse talent to join and thrive in your organization.

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Fostering Inclusion in Hybrid Workplaces

The current hybrid workplace model is a result of reactively, rapidly assembled remote workplaces now slowly coming back into the office. That’s not the same as designing an intentional hybrid workplace. Now leaders must ask how to optimize the hybrid workplace to best create cultures of inclusion and performance.

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Kalkine Media Interview with Pulsely Co-founder and CEO

Learn about the benefits of DEI for business performance and the most important metrics to track DEI progress in this interview with Pulsely Co-founder and CEO, Pedro do Carmo Costa.

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Overcoming Microaggressions in the Workplace

While the perpetrators of microaggressions may not intend harm, microaggressions are harmful for individuals and organizational cultures. Microaggressions perpetuate disapproval, derogation, or discomfort towards marginalized groups and should be confronted to mitigate their harmful effects.

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The Secret of Effective DEI Surveys

DEI surveys put your employees and their experiences at the center of your DEI efforts, right where they belong. Learn how DEI surveys can make your DEI strategy as communicable, solid in substance, and impactful as any other performance matter in your organization.

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The Rise of the Empathetic Leader

Empathy is about our shared humanness. It’s touching base at the ground level of our being. Empathetic leaders are on the rise. They are able to widen their awareness to understand what people are experiencing, thinking and feeling so they can take that as part of their own perceptual lens to run an organization or a team.

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Higher Education: Building a Culture of Inclusion Among Faculty and Staff

Not even the most elite universities can avoid the need for diversity, equity, and inclusion. Faculty and staff are a mirror for the prospective student body and their ability to envision themselves at the institution, as well as their belonging and opportunities for thriving in their chosen fields of study.

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Pulsely's Co-founder Betsy Bagley shares her journey

Our Co-founder Betsy Bagley shares her journey from a diverse family background to building Pulsely to create technology-based DE&I solutions.

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Interview with Pulsely's Co-founder and Director Pedro do Carmo Costa

Watch the interview with Pulsely's co-founder Pedro do Carmo Costa part of the Galp Leader Talk Show hosted by Tiago Forjaz.

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Is Allyship the Key to Unlocking the Power of Diversity? [Webinar recording]

Last week Pulsely Co-founder and DEI Director Betsy Bagley joined Jess Sandham from RightTrack Learning to talk about the importance of allyship.

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Why Unconscious Bias Training Is Not For Everyone

Not everybody is at the same level when it comes to DEI, so using unconscious bias training as a catch-all, tick the box solution for diversity posturing without putting the work into creating a culture of inclusion can do more harm than good. In this article we discuss why unconscious bias training is not for everyone.

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Pulsely Sessions: Assessing Inclusion Competencies

Last month, we had our first Pulsely Session with host Betsy Bagley, Pulsely co-founder and DEI Director, and guest speakers Anneke Beerkens, Head of Inclusion and Belonging at Adevinta and Chandre Torpet, Founder and Director of Inclusive Matters talking about inclusion competencies assessment.

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International Women’s Day 2022: A Time For Action

Despite the progress in recent years, women continue to be both underrepresented in leadership and undervalued at work. To add to that, the pandemic measures were far more consequential for women, resulting in many spheres of losses. This International Women's Day, let's take a moment to reflect on the current issues faced by women in the workplace.

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Using Diversity and Inclusion Data to Ensure Leadership Accountability

The degree to which DEI is prioritized at the leadership level conveys the company’s commitment (or lack thereof). Leadership accountability is the engine that allows DEI efforts to finally get down to business and translate into measurable success and DEI data is the fuel for leadership accountability.

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

In-depth DEI data leads to a stronger DEI ecosystem. The stronger the DEI ecosystem, the more credible the DEI strategy. Learn how Pulsely leverages DEI analytics expertise working with partners to build a company’s DEI foundation based on clear metrics.

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Three Equity Checkpoints in The Employee Life Cycle

To reach their full potential and the synergies that harness performance results, organizations must think beyond hiring and commit to sustaining efforts throughout the whole employee life cycle. In this article we discuss three checkpoints where employers can work to increase equitable experiences for their workforce.

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ERGs: Do they increase exclusion or build inclusion?

How is your organization treating ERGs? If they are managed as islands that exist onto themselves, it's time to rethink your strategy. ERGs should be seen as strategic business groups who can fundamentally move the organization forward. To create impact, ERGs must be able to extend their impact outside of themselves.

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Psychological Safety at Work: a Performance Issue

Companies like Google have found that psychological safety is one of the key elements that make their teams effective. However, it’s a misconception to think that psychologically safe work environments are the norm. In fact, they are rare.

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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.

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Inspiring Allyship: How to Engage the Bystanders In Your Team

When everyone is operating from a bystander mindset at the same time, nobody takes responsibility. Understanding what conditions are inhibiting allyship in your organization is the first step to remove barriers. This article gives practical advice on engaging the bystanders in your team.

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Cancel Culture: How Leaders Can Overcome the Fear of Speaking Up

When it comes to braving the DEI conversation, inclusive leadership is also a commitment to lead with values-aligned vulnerability. A leader’s accountability is not to get their words perfect, but to find the courage to overcome the fear of speaking out, roll up their sleeves and move the organization into the real work of addressing what’s stopping diversity, equity and inclusion.

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Understanding DEI Data-Driven Strategy and Key Metrics

Creating real change in diversity, equity and inclusion comes down to how well you identify and understand the problems in the cultural ecosystem of your organization. Bespoke DEI analytics provide guidance on understanding the gaps to diversity, equity and inclusion, as well as the what, how and even why of those gaps.

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The Science Behind Pulsely

Tapping into research that demonstrates how inclusion enables an organisation to leverage the power of diversity and unleash the full breadth of its talent.

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We have an Engagement Survey to hear from our employees. What more can we do?

Annual engagement surveys are important assessments but often aren't actionable. Inclusion surveys can identify what is getting in the way of engagement and point the way to action.

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Pulsely Partners to Advance Diversity in the Tech Sector

Pulsely is a proud signatory of Tech Talent Charter joining a number of organisations from different industries, including many tech leaders.

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How Allyship Promotes Diversity and Inclusion In the Workplace

Allyship was elected the word of the year 2021, and while allyship may be a noun, developing more equitable and inclusive workplaces for everyone requires the action of allying.

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Diversity & Inclusion: A Common Language

If your organisation is not “fluent” in D&I, the first step is to get on the same page with terminology.

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Singled Out: The Overlooked Importance of Relationship Status on Inclusion

Like their partnered colleagues, single workers have non-work obligations and personal priorities that are often overlooked or undervalued by the workplace. In this article we discuss what companies need to consider so that single employees feel engaged, valued and supported with opportunities to thrive.

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Getting Leaders on Board with Diversity and Inclusion

Whether the aim of your leadership conversation is budget approval or D&I championship, we have suggestions on how to frame the discussion.

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Embracing Change - The Principles of Inclusive Leadership

Creating an inclusive culture requires that leaders embrace change and actively seek to improve their inclusive leadership competencies. Fortunately, becoming an inclusive leader is not a quality that is fixed or strictly inherent, but something that can be assessed, measured, coached and developed.

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Connecting D&I to your own Business Goals is the Strongest Business Case

Getting traction for Diversity & Inclusion can feel like an uphill battle until your data shows it improves business.

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Focus on DE&I Analytics: How Do You Measure Inclusion?

Compared to diversity, inclusion has been a far more more difficult topic to measure because it was seen as purely a subjective topic and believed to be just about "feelings". This article discusses how inclusion can be measured more objectively to create an internal business case and actionable plan that also brings stakeholders on board to advance inclusion.

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