The Inclusion Diagnostic (ID) is a statistically validated quantitative tool that measures employee inclusion and diagnoses the leadership behaviors affecting them most. The ID measures the experiences and perceptions of employees about behaviors that affect their inclusion and exclusion, such as experiences of microaggressions, psychological safety, and perceived objectivity in decision-making. Additionally, the ID measures outcomes that are affected by inclusive or non-inclusive behaviours, such as perceptions of team effectiveness, job satisfaction, employee engagement and the likelihood of retention. Finally, the ID measures demographic characteristics such as race, gender, and others to be determined with you.The quantitative nature of this tool, utilising regression analysis, factor analysis, and difference of means tests, provides data to either support or refute anecdotal evidence and provides an idea of behavioral and experiential trends.Having conducted the ID with more than 40,000 individuals in more than 30 countries, we are also able to provide benchmarks to help leaders understand how the organization compares to peers.This provides the organization with the opportunity to develop more targeted interventions that are more likely to be effective and sustainable.

Our Talent Projection Model (TPM) is a statistical model accounts for your key recruitment, promotion and retention trends to forecast what your organisation will look like in 1-, 3-, and 5-years' time.The TPM reveals what future diverse representation looks like if current hiring, promotion and retention trends continue. This allows you to take pre-emptive people measures to change this trajectory, enabling you to develop data-informed targets and benchmark against them. The TPM also models what the organisation will look like in the future under various change scenarios (e.g., increase promotion of women by 5% each year for 5 years, and increase retention by 1% each year). This will provide you with quantitative data to inform conversations regarding hiring, redundancy and promotion decisions to achieve a high performing organisation.Unintentionally, organizations tend to become more homogenous over time without our necessarily intending to do so. Our TPM allows you to course-correct now, and to determine key interventions to build a more diverse and inclusive organisation.

An Inclusive Data Audit can help you explore your existing quantitative and qualitative data with a people lens. This can give an indication of the current state of employee experience across your organization whilst identifying any gaps in inclusion or equitable treatment.We will identify ways in which we might leverage current data to perform new analyses that will provide additional information around inclusion and equity.​ Datasets can include diversity and equity data such as representation and remuneration, and inclusion data such as people surveys, exit interviews and employee engagement. Finally, we will identify gaps in the data that would need to be collected to gain a full picture of your people across your organisation.During the process we:Review existing materials to identify data sourcesRun statistical analyses on all quantitative diversity and equity dataAnalyze behavioral and outcome data related to inclusionPerform gap analyses on all data Write a comprehensive data audit report and socialize findings with key client stakeholders

Facilitated focus groups, listening groups and key interviews can spotlight experiences that otherwise go undetected. Learnings can be beneficial to support strategy direction, add depth to surveys and help to explain complex issues.This type of qualitative data gathering drives psychological safety and allows us to access information in an open environment. By combining our facilitators' academic research and market experience with your knowledge of the business, we design effective questions which give colleagues the chance to share their thoughts, feelings and experiences in a judgement free space.Focus groups: focused on a specific set of data, structured to source information about a specific set of topics.Listening groups: a more open structure, allowing access to a wider range of information including topics that participants feel are important that facilitators may not have thought about.Key informant interviews: access to information that is often uniquely held among senior leaders or key stakeholders within the under-represented group. These approaches provide significant additional depth to surveys, helping us understand complex issues and find solutions collectively. Results are presented along with key recommendations and can be collated and anonymized in the report.

Every organization is different, and you may require specific data support that fits your particular context and creates targeted solutions to the precise problems you are facing.While all of our services are bespoke and tailored to the organization through deep collaboration, our most broadly deployed solutions may not be what you need. In those cases, we work with our clients to develop unique solutions for their unique situations.For example, like one of our Arts & Media clients, you may not be able to launch a full Inclusion Diagnostic, but instead want to integrate questions about inclusion into your pulse survey that actually drive action rather than just asking superficial questions like "do you feel included." We can help ensure that your questions are worded properly to maintain statistical validity and accurately measure what you care about.Or perhaps, like one of our Transportation clients, you're looking for support to understand the effectiveness of your Employee Networks and Resource Groups. We can help design and conduct a program utilizing quantitative and qualitative methods to sustainably and continuously measure how helpful these Networks are, what additional support they need, and opportunities to strengthen their programming.Whatever your particular needs are, we are eager to help ensure your employees, teams, and organization overall are operating at peak performance, engagement, and inclusion.