Below you can see an example of how the employer sees the information. The employer does not see individual data (data of a single employee). We collect the data and present it as useful insights that the employer can act on. It's a win-win for everyone: you as an employee don't have to worry about the employer knowing what you have answered, and the employer doesn't have to worry about holding sensitive data, and they don't have to spend time analyzing data and acquiring domain expertise.
As you can see below, we collect the data and present the representation in the company in this way to the employer:
- Gender: percentage of men, women, and others
- Ethnicity/skin color: percentage of ethnic underrepresented and percentage of ethnic majorities
- Sexual orientation: percentage of heterosexuals and percentage of LGBTQI+
- Functional level: percentage of people with disabilities and percentage of people without disabilities
- Children under 12: whether or not you have children under the age of 12
- Age: divided into four age brackets
To display these graphs, there must be a minimum of five in each subgroup (i.e. "LGBTQI+" is a subgroup of the group "sexual orientation" and "men" is a subgroup of the group "gender") .
If there are less than five in a subgroup, these will be combined with other subgroups in the same group that have less than five - thus creating a new subgroup named "Grouped". For example, if there are only 3 people in the age bracket "45-64", and 4 in the age bracket "29-44", they will be combined into "Grouped" under age. In order for us to display "Grouped", it must contain five or more people.
Furthermore, we present the different responses from the culture and inclusion survey divided into the demographic parameters above (gender, ethnicity, sexual orientation, functional level, children under 12 and age), and distributed by job category.
This means that we for example display the average score for the experience of future potential divided into women, men and other. Every answer will be included. If "Grouped" contains less then 5 people, the responses of these people will be randomly distributed across the other demographic groups, thus potentially slightly altering their score. We chose this approach in order to keep their answers as contributions to the whole, while maintaining anonymity.
The same applies when we display culture and inclusion questions divided by job category.
Are you one of the few employees with your characteristics? See the question "There are only a few 'like me' in the company, am I still anonymous?" to read more about our restrictive data presentation to ensure that no one can know who you are.