Platform
Platform Overview
Features
People analytics
Actionable insights for team dynamics.
Inclusive culture leadership assessment
Measure active usage and target areas of improvement.
Belonging pulse
Surveys to gauge engagement and belonging.
Anonymous chat
Anonymous feedback fosters trust and addresses concerns.
Challenges
Employee issues going undetected
Low engagement, innovation, and performance
High churn rates
Harassment and liability concerns
Leadership development gaps
Consulting
Workplace inclusion diagnostic
Uncover the patterns in workplace experiences to identify inclusion gaps and their impact on business performance.
Inclusion culture survey
Build leadership excellence by evaluating your leaders' inclusion capabilities, pinpoint specific growth areas, and deliver tailored feedback.
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Beyond Silos: Building an Integrated Culture Measurement Ecosystem
Sarah's Monday morning started with a familiar frustration. As VP of People & Culture at a growing fintech company, she stared at three different culture assessment reports on her desk: an annual engagement survey showing 78% satisfaction, a pulse survey indicating rising stress levels, and exit interview data revealing cultural disconnect as a primary reason for turnover. Each report told a different story. Each used different metrics. None of them talked to each other. "How can our engagement be high while people are leaving because of culture issues?" she wondered. The answer lay not in the data itself, but in how it was collected – in isolated silos that prevented her from seeing the complete picture. Sarah's experience illustrates a fundamental challenge in organizational culture measurement: when assessment approaches operate in isolation, they create fragmented insights that can mislead rather than inform. As explored in our article on transforming HR data into business impact, the most valuable insights emerge when different data sources work together.
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Whats makes Pulsely D&I strategy effective
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DEI Hub
The DEI Hub is your go-to source for diversity, equity, and inclusion resources and community.
Recommended Content
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State of DEI 2025
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Achieving meaningful DEI by 2025 is complex, with some regions advancing while others resist, necessitating nuanced approaches.
Beyond Silos: Building an Integrated Culture Measurement Ecosystem
Sarah's Monday morning started with a familiar frustration. As VP of People & Culture at a growing fintech company, she stared at three different culture assessment reports on her desk: an annual engagement survey showing 78% satisfaction, a pulse survey indicating rising stress levels, and exit interview data revealing cultural disconnect as a primary reason for turnover. Each report told a different story. Each used different metrics. None of them talked to each other. "How can our engagement be high while people are leaving because of culture issues?" she wondered. The answer lay not in the data itself, but in how it was collected – in isolated silos that prevented her from seeing the complete picture. Sarah's experience illustrates a fundamental challenge in organizational culture measurement: when assessment approaches operate in isolation, they create fragmented insights that can mislead rather than inform. As explored in our article on transforming HR data into business impact, the most valuable insights emerge when different data sources work together.
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The Psychological Safety Factor: How Anonymous Chat Unlocks Hidden Belonging Insights
You've implemented engagement surveys. You've measured belonging. You've even created action plans. But something's still missing. Despite your best efforts, certain belonging challenges remain stubbornly hidden, preventing your organization from realizing the full benefits of an inclusive workplace. The missing piece? Psychological safety – specifically, the ability for employees to share candid feedback without fear of negative consequences. According to PwC's Global Culture Survey, many employees don't feel comfortable providing unfiltered feedback through traditional channels. This "psychological safety gap" means critical belonging barriers remain invisible to leadership. As we explored in our article on turning belonging data into action, effective implementation requires accurate and complete insights. This week, we'll examine how Pulsely's Anonymous Chat feature bridges the psychological safety gap, providing organizations with the missing insights needed to create truly inclusive workplaces.
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People analytics platform
Inclusive Practices
Here is a collection of initiatives that leverage collective intelligence experts to capture, maintain, and grow the most relevant guidance.
Foundations
Build a Targeted Action Plan
Learn how to use the data collected to build a customized action plan for DEI progress in a company.
Connect DEI with the Business
Learn how to successfully make business case for DEI in your organisation.
Create Effective ERGs
Learn how to create, fund, lead and maintain an effective ERG in your organization.
Empower Your ERGs through Allyship
Learn to be an ally in ERGs by recognizing the need for ongoing action and intersectional awareness.
Ensure Accountability: Measure and Monitor
Learn how to measure and monitor DEI progress to ensure greater accountability across your company.
Gain Leadership Commitment
Learn why leadership commitment to DEI is crucial and how to gain it from your C-suite.
Identify Diversity Priorities: Gap Analysis
Learn how to measure different diversity characteristics of your workforce and job applicants.
Identify Inclusion Priorities: Gap Analysis
Learn why measuring inclusion is an essential step to develop a successful DEI strategy.
Make DEI One of Your Priorities
Learn how to prioritize DEI at work to become more inclusive.
Report and Communicate about DEI
Learn how to tell the DEI story to engage workforce and drive change in your organization.
Workforce
Provide Inclusive Career Support
Learn how to provide inclusive career support to retain your employees and attract top candidates.
Launch formal mentorship and sponsorship programs
Learn the core difference between mentorship and sponsorship to implement them in your company.
Give Equitable Feedback
Discover what equitable feedback is and how to use it to create an inclusive workspace.
Workplace
Build a Culture of Belonging
Learn how any organization can build a sense of belonging for its employees.
Manage your Team Inclusively
Learn how to create a work environment where all team members feel respected, valued, and supported.
Overcome Status and Role Barriers to Speak About Inclusion
Discover how to leverage your status and role in the workplace to speak up for inclusion.
Discover How Inclusion Impacts You Personally
Discover how DEI impacts different people and how to leverage this awareness.
Build an Informed Point of View on DEI
Learn how to become a more active participant in DEI discussions without increasing polarization.
Make Your Meeting More Inclusive
Learn how to create a positive team environment through inclusive meetings.
Embrace Differences
seek to harness the power of diversity by making everyone feel welcomed, respected, and empowered.
Express Your Authentic Self in the Workplace
Learn the benefits of being your authentic self at work and how to overcome covering.
Make “Hybrid work” work at your Organization
Learn how to successfully implement "hybrid work" in your company.
Address Microaggressions in the Workplace
Learn how microaggressions impact your employees and how to decrease their prevalence in a workplace
Work-life Effectiveness
Learn what work-life effectiveness is and how to use it to increase engagement in your organization.
Demonstrate Visible DEI Leadership
Learn how leaders can demonstrate real commitment to DEI through their words, actions and priorities
Express your Opinions about DEI
Learn how expressiveness plays a crucial role in fostering an inclusive culture.
Foster Psychological Safety in Teams
Learn how to foster psychological safety as a leader to inspire greater engagement.
Empower Employees to Speak Up about Inclusion
Learn how to constructively speak up about organizational or work-related problems and concerns.
Foster Inclusion in Hybrid Workspaces
Employees want to feel they belong and fulfil their potential, even when they work remotely.
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