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Report Factors DEI Survey


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:

Action
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. 

Company Confidence

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. 

Decision Making

Represents how involved and satisfied employees are with the way decisions are made. 

Diversity

Represents the organization's belief and commitment to diversity, resulting in an individual feeling safe to share their own unique background. 

Enablement

Represents having access to the right resources, tools and environment to get work done, and having the freedom to make decisions where appropriate.

Engagement

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. 

Equity

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.

Growth

Represents the organization's openness and dedication to development and career opportunities to all employees.

Inclusion

Represents an employee's ability to safely be their whole self and be valued for it.

Innovation

Represents the organization's attitude about new ideas and how much they encourage employees to contributed to changing the status quo.

Leadership

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. 

Management

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. 

Social Connection

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.

Voice

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. 

 

 

 

 

 

 

 

 



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