THE ONLY INCLUSION-CENTRIC PEOPLE ANALYTICS PLATFORM
Measuring
workplace inclusion...
Our platform uses conscious and nonconscious methods to quantify how people really feel about inclusion in the workplace, and provides the guidance on how to improve it.
WE ARE TRUSTED BY
...because there is a difference between what people feel and what they feel they can say
How does our
platform work?
The Inclusionomics™ Company (TIC) is an Inclusion-focused People Analytics platform solution that provides organisations with three core benefits.
Insight into how people feel
Measures, quantifies and provides insights into the correlation between how people feel about the way they are treated and their performance.
Reduces exclusion costs
Provides a forensic method for isolating areas of exclusion, assists in reducing associated exclusion costs and improving the ROI from human capital.
SOLVES PROBLEM OF MEASURING INCLUSION
Offers an ongoing fully curated & managed inclusion data, analysis and reporting service.
Traditional Employee
Surveys are not enough
Traditional surveys struggle to provide accurate measurement of how people really feel about inclusion at work because our emotions are complex and nonconscious. Using our Inclusion-focused People Analytics platform, you can now know how your people really feel.
Traditional Employee
Surveys
Explicit/Conscious
-
Ask questions
-
Gives choices of answers
-
Captures only the feelings a respondent wants to share
-
Requires conscious thinking (conscious bias)
-
No control over data quality
-
Can be complex and long
-
Captures rational responses, subject to conscious bias
TIC
Inclusion Audit
Implicit/Nonconscious & Explicit/Conscious
-
No choosing which answer to give
-
Captures automatic gut feelings & emotions
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Automatic response captured before conscious thoughts
-
Total control of data quality
-
Is short & concise
-
Employs latest Neuroscience learnings to bypass conscious bias
surveys do and more!
SAMPLE OUTPUTS
Organisational
Cognitive Dissonance
There is often a difference between what people say and what people feel. We provide actionable data about what is truly going on to fix the real issues.
WHAT I FELL I CAN SAY
82%
My manager is someone I can count on.
89%
My manager respects my competence.
67%
My peers contribute to me feeling good about myself.
73%
My manager allows me to take risks without fear.
HOW I REALLY FEEL
16%
-66% dissonance
My manager is someone I can count on.
28%
-61% dissonance
My manager respects my competence.
04%
-63% dissonance
My peers contribute to me feeling good about myself.
23%
-50% dissonance
My manager allows me to take risks without fear.
AUDIT SAMPLE
Organisational
Cognitive Dissonance
What we say and how we truly feel are often very different. Cognitive dissonance is the discomfort we feel when we say something that conflicts with how we truly feel.
Cognitive dissonance can manifest as stress and anxiety because our brains struggle to hold two conflicting emotions. Only by revealing this cognitive dissonance can organisations accurately identify the aspects of inclusion that their people are struggling with the most. Unmasking cognitive dissonance highlights the hidden issues of exclusion that are not being discussed, enabling the organisation to begin difficult dialogues to fix the real issues.
| Statement |
What I feel I can say |
How I really feel |
Cognitive dissonance |
|---|---|---|---|
OUR TECHNOLOGY
Understanding the science
Neuroscience based
Advances in Neuroscience have shown that our feelings are deep-seated, complex and nonconscious in origin. Therefore, it is difficult for individuals to consciously explain how they really feel using traditional surveys.
Quantify feelings for deep organisational insights
Our Neurotech® powered Inclusion Audit uses neuroscientific methods to gather data from the nonconscious mind and the conscious mind, and then compares the two. Neurotech® is the only method that can provide 360° insights into how people truly feel about inclusion, accurately identifying the real inclusion challenges that need to be targeted.
Accurate data collection
In subjects as complex and sensitive as inclusion at work, it is vital to use the most accurate method to gather data. Traditional surveys will only tell you what people think they can share and are subject to conscious bias.
