Measuring inclusion is complex. There is no definitive set of metrics to assess an
organization’s inclusiveness. Through our expertise in D&I research and consulting, we know the underlying systemic challenges that are usually only identified during time consuming and expensive qualitative research. Our analytics platform is developed to efficiently and quantitatively evaluate the drivers of inclusion that lead to engagement and other positive business outcomes. This assessment allows you to determine which of the many different possible causes are impacting your workplace most significantly so that you can focus your efforts on solutions that will make a difference. With actionable insights and recommended practices linked to your areas of opportunity, you can focus your efforts and make progress.
We are not an HR company or a survey house building an inclusion module. The function of our platform is designed from the ground up to gather and analyze your workplace through the lens of diversity and inclusion.
The power of Pulsely comes from our data-mining algorithms to find the story in your data. You will receive more than heatmaps of survey answers; you will gain insights on which groups need focused attention, which of their challenges should be prioritized, and how that impacts your business performance.
Our technology-driven approach to diagnostics and measurement allows you to dedicate more of your limited resources to implementing solutions that will accelerate your progress.
Many companies do have annual engagement surveys that assess key elements of the culture and the employee experience. What we have seen is that even when there is demographic analysis of engagement results, companies may know WHO may be less engaged by not WHY, so they struggle to identify WHAT to do differently to increase engagement.
At Pulsely we know that inclusion is a precursor to engagement. Our diagnostic questions assess the underlying causes of the problem by evaluating research-identified barriers to inclusion that underrepresented employee groups may face. With our actionable insights you can implement solutions that are directly related to challenges specific groups are facing and you can measure your progress!
Even if your organization requires you to do an annual engagement survey, Pulsely is value-add. The diagnostic direction you get from Pulsely will enable you to make greater gains in your engagement numbers.
We believe that all companies from all industries benefit from a diverse and inclusive culture. That said, companies with executive D&I commitment, dedicated resources, and a willingness to discuss the challenging topic of systemic inequities benefit the most from using Pulsely.
The potential benefit you can achieve with Pulsely is a function of your current internal state and the nature of the industry you operate in.
Pulsely data collection instruments have been carefully designed to generate high levels of participation and completion. Employees often mention that the questions in our Inclusion Survey are fascinating and thought-provoking, as they are not the typical employee engagement questions.
We also believe that communication and trust between the employee and the employer strongly influence response rates. We offer a communication plan and templates that include messages from leaders to establish the importance of the project to the organization and to the executive team. These messages should also reinforce the confidentiality of responses and the organization’s intent to use the results to guide action that will improve the workplace.
Pulsely helps you reinforce the Data-Insight-Action loop so that employees believe their contributions will be valued and acted upon.
Many of our clients ask about benchmarks because their leaders often want to know how they compare with other companies. In the work of DEI (Diversity, Equity, Inclusion), our analysis of equity focuses on internal benchmarks within your workforce. As such, our priority is to highlight the patterns of responses across demographic groups at your company. We will identify how inclusion scores vary among different segments that you prioritize (e.g., gender, level, etc.).
For overall inclusion pillar scores and inclusion competency scores, Pulsely provides your organization’s percentile score. Grades for each pillar are based on percentiles of all employees participating in Pulsely's Inclusion assessments. The mean response of your employees is compared to the mean response of employee responses globally. Overall grades are important, but the patterns of experiences among groups will indicate organizational strengths and inclusion gaps.
Identifying and addressing those inequities before they become a liability is a priority. After implementing solutions, you will then measure your progress toward closing those gaps and continue to monitor and re-prioritize your other metrics. Making progress toward your goals is the ultimate purpose of benchmarking.
We do not provide more specific benchmarking because we have seen that when leaders are provided with external benchmarks, one of three things happens:
1. If your scores surpass the benchmarks, results can provide a false sense of reassurance and “mission accomplished” when there is still work to be done.
2. If your scores align with the benchmarks, despite being just as “bad” as other companies, leaders can lose a sense of urgency.
3. If your scores are below the benchmarks, leaders will ALWAYS find a way to doubt the relevance of the benchmarks to their business blaming region, size, industry, timing, etc.
Of course many companies find that benchmarking against their competitors is a useful motivation. One important caveat is to not let the results of external benchmarks provide a false sense of reassurance. Being a leader in a lagging industry is nothing to brag about. All it takes is one committed competitor to make progress and you have lost your advantage; without momentum it may take you longer than you expect to regain your leadership position.
Depending on the level of service you select, you may also choose to include these optional demographics to align with your DEI focus areas:
Included in the pricing, are the following consulting services:
Besides our set-up and process support services we do not offer consulting services. We have a partner network that will be able to assist you.
If surveys are sent out with an anonymous link (all employees receive the same general survey link), the survey will be anonymous. If we send out individual links in order to track response rate by demographics or to limit reminder emails to only those employees who have not yet responded, your employees’ responses to our surveys are considered confidential. Because our data gathering system may capture response-specific data, we may have access to an individual’s answers. You, as the client, will not be able to connect any specific response to any individual employee. All data will be aggregated before it is visible to you. Additionally, no group or data cut with fewer than 5 responses will be displayed. Multiple response categories may be collapsed to meet that minimum threshold or the data will not be shown.
At Pulsely, we are committed to our customers’ data privacy and information security. We’ve aligned our security programs with (i) ISO 27001, followed secure development practices, provided ongoing training for employees, and more. Our policies and procedures are reviewed and compliant with (ii) The General Data Protection Regulation (GDPR).
All third party services that Pulsely uses in order to process Data and deliver the core speciality of its products are also compliant with (i) and (ii).
The benefits are in both the type of analytics provided and the timing. Many HR teams have expertise in people analytics, but they may not have expertise in looking at data through the lens of diversity and inclusion. Our experts inform not only what is measured but how the data is analyzed and displayed to reveal actionable insights. We have seen analytics teams get lost in deep analysis while missing the “forest for the trees” because they aren’t sure how to identify the most relevant insights.
We applaud your enthusiasm! Your DEI project team will want to know about your support for the project. Every organization will have a different plan of action, so to figure out how you can get involved, we recommend getting in touch with the team facilitating the survey at your organization. This might be your HR/People team internally; most likely their contact information was in the announcement you received.
Some questions can cause us to think about ourselves and the workplace in new ways and can sometimes seem confusing or difficult. If that is the case, don’t skip over the hard work of thinking critically; each question is valuable input for an organization assessing the often intangible concept of inclusion. We encourage you to push yourself to think it through. If you truly cannot answer the question (for example, if you cannot decipher the meaning) please provide a neutral score.
The Diversity and Inclusion Survey was developed to assess key metrics identified by scientific research. The individual survey items were developed by experts in diversity and inclusion, data analytics and social science from Pulsely, with input from industry leaders. Some of the questions were chosen based on rigorous testing to ensure we are measuring what we intend (validation). Other questions were chosen based on leading research on the barriers to inclusion, belonging, and other DEI research topics. All of the questions are worded in a way to ensure robust, statistical validity.
To build a diverse and inclusive organization, we need to understand the employee experience, and that starts with understanding how people from all backgrounds evaluate the constructs of Diversity and Inclusion. First of all, your answers matter for measuring the diversity of the organization. We do not apply reporting group minimums to the diversity report because your employer needs to track how many people belong to specific categories. The only categories we NEVER report on if they don’t meet the minimum reporting group size are what we identify as private, “invisible” demographics: LGBTQ+ status, disability, etc. For example, if fewer than 5 employees identify as LGBTQ+, your employer will not know whether there are any LGBTQ+ employees.
If you belong to a demographic group with fewer than the reporting group minimum, our algorithms will determine which other demographic segment your answers were most similar to; your group's answers will be combined with the other group and a new label will be created for the group. For example, if there are only two employees from an indigenous ethnic group, the algorithms would compare your answers to other groups and “roll up” your answers together; this new group could be labeled “Indigengous/LatinX”, “All Other”, etc. Your answers always count and will be included in the analysis.
At Pulsely, we use a tool called “Reporting Group Minimum.” If you are in any demographic group that does not meet the Reporting Group Minimum of 5, your results will not be shown. We protect your identity both explicitly and implicitly; the minimum applies to the intersectionality of groups, as well. For example, if you were one of five women responding, the average of women in the organization would be shown. However, if the data was cut by department and gender, no gender results would be shown in the department report because there would be fewer than five women in any one department (unless they were all in a single department). Your responses will always count towards the aggregate score, but it is impossible to filter down to any demographic (or combination of demographics) that is below the Reporting Group Minimum.
Before you have submitted the survey you can simply scroll or use the upward arrow key on your keyboard to go back and revise any answer. If you partially complete the survey and return to finish, you will be able to edit your prior answers. However, once you complete the survey and hit the “submit” button, you will not be able to make any changes. As much as we would like to offer this option, it is precisely because of our privacy protocols that once a submission is received, the system removes all identifying information.
If your employer chose the confidential option, you will have received your own personal link; the survey will store your answers in connection with that link. If you leave the page mid-survey and re-open your personal link later, your previous answers will have been stored; you only need to pick up where you left off. One note however, is that responses are saved and submitted when you click the Next or Done button on each page of the survey. Responses don’t automatically save as each question is answered—they are saved and submitted page by page as you progress through the survey. Once you submit your survey at the end, however, you will not be able to go back and change your answers.
If your employer chose the anonymous option, everyone in your company shares a common link and your answers will not be saved until they are submitted after completing the entire survey. Because our system does not store cookies on your device, even if you return to the page in the same browser and on the same device, the answers you’ve given will not be saved for you; this is, however, the precise functionality that keeps your response anonymous. We highly encourage you to set aside the allotted time to complete the survey without interruption so that you do not need to start over again later.
There’s an important distinction between your response being confidential and anonymous. Your response is confidential to Pulsely (the system) and your feedback is shared anonymously to your company. Whether you have responded to the survey is never revealed to your employer.
Pulsely tracks each individuals’ response status to a survey – in order to know if they should be reminded about incomplete surveys – but this information is not visible to anyone in your company.We take confidentiality extremely seriously at Pulsely. If you have any questions please feel free to contact us at firstname.lastname@example.org.
Your specific data is anonymous to your employer and your participation is voluntary. Your answers are held private and confidential by Pulsely, the third-party provider, who may have access to data that indicates your identity or your computer’s identity. However, we assure 100% CONFIDENTIALITY to respondents. While raw data may be available to us, it is only used for troubleshooting purposes. Data provided to your employer is only reported in aggregate. Even though your employer has a dashboard to interpret the data, no data is visible for any reporting group size less than the minimum reporting group size set by your employer (usually 5). For example if only 4 respondents in a department are from an ethnic minority, that department would not be able to compare responses by ethnicity.
Your employer realizes they are asking for your trust in sharing your honest answers and in self-identifying on demographic questions. They agree to honor that trust by improving the workplace based on insights across groups.