Data acquisition engines

Learn how we measure D&I in your company. Pulsely's data acquisition system is focused on the improvement in accuracy of measurements.

Diversity & Inclusion Data acquisition engines

Covid-19 impact

Understanding the impacts of change on your people and their productivity

Understand your employees’ top mind concerns about their job during this pandemic crisis. Change is hard for people and organisations. COVID-19 has introduced an unanticipated and unprecedented pace of change. An essential element of change management is getting feedback from the people affected by that change.

Pulsely developed a set of questions that allow your employees’ to express their feelings about their current work situation and their perception of how your company is handling the crisis so you can check in on your people while attending to business.Take the pulse of your organization to assess how it is adapting to new work norms, to check in on employees’ mental wellbeing, and to ensure trust and confidence  in the organisation's leadership. See our reference here.

Collecting demographic data

Measuring the patterns of who works where in the organisation

When it comes to building a D&I strategy, the first step is to have an accurate snapshot of the diversity of your people within the company. However,  companies often struggle to collect demographic data for their employees. Privacy and legislative restrictrictions can make it even more difficult. In many cases, you need to rely on your employees’ willingness to volunteer the information 

Employees can be more comfortable sharing their data with a third party. Pulsely collects that information through surveys in a confidential and compliant manner employees’ demographic information is collected only with their consent while completing the survey. Our process supports you in increasing employee trust for sharing their personal data. We also offer the option for employees to share their Self-ID data with their HR department directly from our surveys.

Performance Indicators survey

Measuring the impact of inclusion on business outcomes

External research shows the link between inclusion and business outcomes. An analysis of how inclusion correlates with engagement, innovation and retention will provide you with the data to demonstrate the value of a D&I program to your leadership team and the broader organisation.
Pulsely helps you create your own internal business case for inclusion and addresses  the real issues your employees are facing.

Workplace D&I survey

Understanding and quantifying employees experiences of Inclusion

Employee feedback allows you to detect inclusion issues that may exist in your company. By combining employees' workplace experience with demographic information, Pulsely allows you to understand and compare how different  groups are experiencing the workplace and how those experiences impact your employees’ ability to work effectively and grow their careers.

For example, find out whether   different ethnic groups perceive equal opportunity for  career growth   in your company. What is driving   turnover intentions of specific groups? 

Read more about workplace inclusion measurements.

Employee Solution Ideation

What is the one most important thing your company should do to make the workplace more fair and inclusive?

Listen to what your employees have to say. Pulsely harnesses the power of your employees’ collective intelligence. We gather feedback about your employees’ top of mind concerns and analyse the most common themes among your workforce, by segment, allowing them to have a voice and contribute to the process.

Inclusion Competencies survey

How do employee beliefs and attitudes affect their ability to work inclusively? Do they buy into the intrinsic value of diversity in the workplace?

An inclusive organization requires change at both the organizational and individual level. Evaluate your employees’ inclusive skills.

While it is important to address workplace inclusion at the organisational level with a focus on programs, policies, and culture, it is also necessary to evaluate how inclusion is driven by day-to-day interactions of individuals. 

Pulsely helps you understand the beliefs and actions of individuals within your workforce by assessing the inclusion competencies of your employees and guides your learning and training programming. Read more about different levels of people’s inclusivity and how that is reflected in people’s behaviours.

Pulsely Surveys

Frequent feedback is required to monitor your organisation’s progress toward D&I goals

As you set goals and implement change, you will want to monitor the people side of change and your progress on specific metrics. Pulsely offers you Pulse Surveys, a quick and effective tool to collect employee feedback on a range of metrics: general wellbeing; challenges identified in your survey results; follow through on planned actions;  perceptions of consistency between formal process and informal practices; reactions to leadership messaging; and many others. 

Pulsely pulse survey software employs:

  • Unlimited ad-hoc employee survey administrations
  • Population selection and demographic configuration
  • Implementation guide with communication templates
  • Survey results and participation tracking
  • Multi-language capabilities
  • Real-time Reporting based on survey content and permissions assignment
  • Data exploration according to survey dimension, question, and/or demographic

HRIS Integrations

If you desire to submit your employee records via excel sheets or csv files we aggregate all data and provide you with results.

Read more about uploading employee data via files. Alternatively, an integration of your Human Resource System with Pulsely offers additional benefits:

  • All new employees will be added automatically for data collection and all changes synchronized. 
  • When employees opt to share Self-ID data with you through Pulsely, this can be automatically uploaded to your system
  • Your diversity snapshot will be displayed real-time on your Pulsely Dashboard to reflect the impact of ongoing talent decisions in hiring, turnover, and promotions to monitor progress and identify disparities. 
  • A diagnostic analysis of your workforce data across the employee lifecycle will identify gaps in proportionality by department and level and enable you to hone in on segments needing attention and whether the solution should focus on hiring, retention, and/or advancement
  • The intersection of your workforce data and inclusion data can be used to explain the underlying factors contributing to drop-offs in representation for even more targeted solutions.