The Business of DEI

Sign up to receive new ideas and perspectives on how to approach your DEI challenges.

Thank you! Your submission has been received.
Oops! Something went wrong while submitting the form.
Read the latest edition
Insights from PulselyInsights from PartnersRecommended ContentPulsely Sessions

Insights from Pulsely

Reports

Inclusion and Belonging: the Keys to Unlocking the Innovation Potential of Neurodivergent Employees

Neurodivergent employees consistently report a lower level of inclusion in their workplaces compared to their colleagues, even those with (other) disabilities, that is negatively impacting their engagement, ability to innovate, and their retention. Read our latest research to learn more.

White Paper Link
Blog

Why Work-Life Effectiveness is a DEI issue

People exist outside of work in diverse ways, so interweaving work and life is different for different people. The desire for work-life balance is not a reflection of ambition level, a simple matter of allocated hours or even the what/how/where of the workplace. Rather, it includes subjective measures.

White Paper Link
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.

White Paper Link
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).

White Paper Link
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.

White Paper Link
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.

White Paper Link
More Articles
open_in_new

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?

open_in_new

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.

Read More
open_in_new

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.
mail

The Business of DEI

March - 2023

February - 2023

January - 2023

December - 2022

November - 2022

October - 2022

September - 2022

August - 2022

July - 2022

June - 2022

May - 2022

April - 2022

March - 2022