EDI survey,

Equality of Voice

Getting your EDI strategy right will be key to your company’s success on a number of levels. Unfortunately there’s no one right way of implementing a successful EDI strategy, but a whole minefield of wrong ways. Designed by experts to help you avoid pitfalls and get meaningful insights, our EDI survey, Equality of Voice, will put you on the right path.

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60 %

Research repeatedly shows that businesses that make diversity a priority outperform their peers. 60% of respondents in a LinkedIn study said that diversity within their team has contributed to their success.

Complete
anonymity

Understand the makeup of your workforce while maintaining confidentiality. This is really important because it allows you to understand how your people identify. Often there are still taboos around disclosing some of this demographic information within the workplace. Having a third-party to collect and anonymise this data is really helpful in gathering accurate information.

Neuroscience
based questions

The problem with many diversity, equality and inclusion surveys is that they only count numbers. They forget to measure the emotions and everyday experience of individuals.

Our survey covers the key neuroscientific drivers of happiness and engagement that intersect with EDI programming. These are safety, freedom, relationships and acknowledgement. These questions are measured on a 1-10 scale in order to collect qualitative data on how your people think and feel about EDI within your organisation.

Understanding
your people

It’s important to understand the detail behind the scores from your team, that’s why we’ve included open text boxes alongside each question. We also include a question that asks your people to share what meaningful action you can take to improve EDI within your organisation. Many of our customers find this vital in getting meaningful, actionable insights.

Samuel Hurley Founder @ NOVOS

Being a gender-balanced organisation with a multicultural workforce, we measure ’employee happiness’ valuing it more than performance. To ensure inclusivity and continuous improvement of our culture, we run programs to listen to every single member of our team and take everyone’s ideas to fuel our collective growth.

Why should you use
our EDI survey?

Gather demographic data about your people

Understand how your people identify their disability, gender, sexuality, religion and ethnicity. This will help you better understand the diverse needs of your organisation.

Understand how your team think and feel

Our survey uses neuroscientific principles to help you unlock the head and the heart. With a topic as personal and sensitive as EDI it’s important to include emotions, which are too often missed in traditional employee surveys.

Back your decisions with science and data

To get the most out of your EDI initiatives you should base your efforts on the data behind who your team are and what they need to thrive. Our survey gives you access to the science and data you need to succeed.

Uncover actionable insights and build trust

Not taking action from your survey will erode trust in your listening programme. Our survey is designed to give you specific and actionable insight and our advanced reporting offering will further support this.

Open up other surveys

Understanding the diverse needs of your team will open the door for further surveys that help you create a workplace culture where everyone can survive and thrive.

2.5 x

Diverse companies earn 2.5x higher cash flow per employee

Diversity and Inclusion Global Market Report

What actionable insights
might you gain from
Equality of Voice?

Key strengths and weaknesses

Understanding where you’re succeeding as an organisation is as important as where you might need improvement. Share wins with your team, and communicate clearly what you’re going to do to improve the problems they have flagged.

Deeper understanding of employee happiness

Within an EDI context the happiness and emotional elements are vital. By gaining a better understanding of this you will be able to support everyone in your organisation not only to survive, but to thrive.

Concrete suggestions from your team

Our survey has space for specific suggestions and feedback. This can identify quick wins or areas for communication, as well as longer term projects in which you can involve individuals from across your organisation.

Blockers to recruitment and retention

The anonymity of our surveys allow people to speak more candidly about issues they may have seen or experienced. By properly understanding these you can take action to solve or mitigate these issues.

Areas to explore further

You may find areas of weakness, in particular drivers of employee happiness specifically relating to EDI. This can lead to dedicated programmes or surveys to help you understand the context better.