What can I learn from this page?
An overview of the default reporting factor options that we have available for the Diversity, Equity and Inclusion Survey
Who is this guide for?
Account Admins, Survey Admins, Survey Creators, Report Viewers
When data has been captured in the survey, it is possible to re-define how the questions are grouped in the reports. This allows grouping by behavioral topics, or cultural attributes called Factors such as 'Diversity' or 'Inclusion'.
Using factors in reporting makes analyzing the data more meaningful and actionable.
Learn more about our DEI Survey factors below:
Represent the organization's effectiveness at communicating and acting on employee feedback.
Alignment and Involvement
Represents employees feeling worthwhile, connected, and appropriately involved in the organization's operations, and their abilities being well-matched to their role.
Collaboration and Communication
Represents the ability of employees to work productively with other groups and levels within the organization. It also measures whether they feel they are being informed of relevant information from other groups.
Represents how well employees believe the organization is performing currently and how well they believe the company will perform in the future.
Contribution to Broader Purpose
Represents how important employees believe the organizational mission to be and their role in achieving it.
Represents how involved and satisfied employees are with the way decisions are made.
Represents the organization's belief and commitment to diversity, resulting in an individual feeling safe to share their own unique background.
Represents having access to the right resources, tools and environment to get work done, and having the freedom to make decisions where appropriate.
Represents the level of enthusiasm and connection employees have with their organization. It is also a measure of how motivated employees are to take positive action to further the organization, and a sign of how committed they are to staying.
Represents the equitable distribution of resources (compensation and information) and consequences (performance reviews and administrative tasks).
Feedback & Recognition
Represents that people and being evaluated fairly, and the appropriate recognition or action is being taken.
Represents the organization's openness and dedication to development and career opportunities to all employees.
Represents an employee's ability to safely be their whole self and be valued for it.
Represents the organization's attitude about new ideas and how much they encourage employees to contributed to changing the status quo.
Represents employees' confidence that the organization has effective and inspiring leaders who communicate well and recognize the importance of people in the journey.
Learning & Development
Represents employees having opportunities to learn new skills and grow professionally, either formally or informally. And if employees believe managers and leadership are investing in their future.
Represents an employee's connection with, and confidence about their immediate manager. This is different from the connection and confidence a person experiences with the leaders of an organization, which is measured under the Leadership factor.
Service & Quality Focus
Represents the organization's attitude about their product quality and services, internally and externally.
Represents how well the employee feels the organization allows them to be a part of the wider community or industry.
Teamwork & Ownership
Represents how well the employee feels connected with a team, and the personal and group accountability that is present.
Represents the organization's culture or open communication where employees can speak up and be heard.
Work & Life Blend
Represents how well employees feel they can manage their workload and have flexibility to manage work with their personal life.