Base your diversity & inclusion strategy on data
– and pick the most impactful initiatives
Who feels included and who don’t?
The Gap Analysis measures and monitors the level of inclusion in your organization.
By mapping how different identity groups perceive the level of inclusion and belonging in your organization – you can monitor improvements and adjust focus areas and initiatives as you move forward
What does a Gap Analysis do?
Measures the levels of inclusion in your organization, your unit or in your team
Measures the perceived levels of belonging of different identity groups
Measures inclusive and exclusionary behaviours
Identifies employee experience and engagement levels
Identifies employee loyalty and duration of employment for different identity groups
Monitors development and progress annually allowing you to adjust and prioritize initiatives as you move forward
What does an inclusion survey look like?
Basically, an Gap Analysis consists of 3 elements:
1. An online questionnaire
3. Focus groups
You get a full report on how inclusive your people perceive the company to be.
With the report you get the knowledge and data you need to pick the right D&I initiatives to make your company the best place to work – for everyone.
Who else have had inclusion surveys?
Global Shipping Companies, Companies in the finance sector, Sports Federations, Companies in the Energy Sector, Pharmaceuticals, Ministries etc.
What survey results surprised our clients the most?
A client in the financial sector:
That more than half of the new female hires wanted to leave the company within 2 years due to company culture issues
A client in shipping:
That 92% of the employees wanted the company to do more about diversity and inclusion
A client in the energy sector:
That there was an extensive need to enhance intercultural competencies and to eliminate significant cross-border ‘them-and-us’ tendencies
Clients in most sectors:
That women are more ambitious than men
Quotes from Inclusion Survey respondents:
“The efforts and initiatives the company has for promoting women are not working, and the targets will not be met. If the company really wants to be the most sustainable in the world, management needs to grow up, realize we are in 2020 and start taking biases and unconscious biases seriously”
Female, Group Support (on gender balance)
“You sense that our CEO really wants this to happen. That’s super cool. There are feelings behind this which is the very foundation for talking about this and making changes”
Male, Marketing, (on top management’s commitment to the diversity & inclusion agenda)
“The culture in top management is rewarding the stereotypic capable extrovert employee sitting many hours in the office making a lot of noice”
Male, Production, (on company culture and promotion)
“Miss the track that we don’t harvest knowledge and experience from the older employees”
Female, R&D, (on inclusion of seniority)
“The way Danish people communicate is very direct and frank”
Male (non-Dane working in Denmark), Sales, (on intercultural competences)