Inclusivity research

Inclusiveness drives higher employee engagement and less turnover

Business Question

The business case for diversity and inclusion is surely undisputed. Diverse and inclusive organizations obtain better results and show more innovation. Furthermore, this increases the appeal of the organization for the job market and gives them an edge over other organizations when competing for scarce talent.

Because of the aforementioned business case, as well as the expectation of the modern society to do the right thing, many organizations are working hard to make themselves more diverse.

However, it seems that inclusivity still gets a little bit left behind. This is unfortunate, since research shows that diversity without inclusion does not lead to the previously mentioned advantages.

For example, specific employee segments might be afraid to speak out, are not included in activities, or exit the organization almost as fast as they join, because they don’t feel like an actual part of the organization as a whole.


Therefore, it’s crucial for organizations to understand to what degree they are considered as an inclusive organization by their employees, what limitations are experienced, and which segments experience these limitations.

Yet the number of organizations conducting inclusion research still lags considerably behind. There are three factors for this:

  1. Doubts about what is allowed and not allowed under laws and regulations – what are we allowed to ask and not allowed to ask? How do we ensure that we use employee data in a way that is permitted under the AVG?
  2. Concerns about employee reactions – will employees trust the research and dare to speak out? What results can we share and how can we best communicate them?
  3. Unclear what questions to ask – how can we properly ask about inclusiveness without having to use a long questionnaire of 40 questions that employees do not want to fill out?

In response to all these questions, AnalitiQs created the inclusion survey.

Want to know more about data-driven D&I? Download the whitepaper here

Our approach

AnalitiQs has developed a unique validated questionnaire that examines the diversity characteristics of a person, the D&I breeding ground, the experience of inclusivity and organizational outcomes. AnalitiQs first conducted an extensive literature study on measuring diversity and inclusion. Subsequently, diversity and inclusion experts from the profit and non-profit sectors were interviewed. The insights that have emerged from this have led to the Inclusion scan. This has been tested several times on the AnalitiQs labour market panel for validation. 

Step 1: Diversity dimensions. How diverse is the organization? Here we ask for personal background characteristics to be able to relate them to inclusivity. Examples of diversity dimensions include: gender, age, sexual orientation, physical ability, mental ability, background/nationality, religion, education, and social class.

Step 2: D&I breeding ground. What do people think about the subject? For example, this block contains the following statements: “Diversity (in gender, age, cultural background, orientation, nationality, etc.) in the workplace makes a positive contribution to the atmosphere” and “Diversity (in gender, age, cultural background, orientation, nationality, etc.) in a department ensures better results”.

Step 3: Inclusivity. How inclusive is the organization? Think of statements such as: “I feel at home with my organization”, “Different ideas and perspectives are valued at work” and “I get as much recognition for my work as my direct colleagues”.

As soon as an organization decides to conduct the inclusion survey, AnalitiQs enters into discussions with the organization to determine which diversity and inclusion components should be measured. 

In addition to the standard modules, the questionnaire can be further expanded with a number of additional modules such as: 

  • Organization outcomes. What effect does D&I have on, for example, eNPS and retention intent?
  • MarCom & Product review. How do employees experience the D&I track record of the organization to the outside world?
  • Undesirable behavior. What is the degree of undesirable behavior?

Note: to be customized per organization


The inclusion scan shows which subgroups within the organization experience inclusion challenges, where in the organization these challenges are located, and it gives actionable insights to increase inclusion, and through that also improve retention and innovation for the organization.

Getting started with Diversity & Inclusion?
Contact us for more information!

Henrieke van Bommel

Detailed Service Overview

HR Analysis

Equal Pay
Gender mobility
Employee Segmentation

Employee Retention & Attrition

Impact Measurement / ROI

Learning & Development
Management Development
Organisational Network

Process Mining
Restructuring / Organizational-Development

Strategic Workforce Planning
Succession Management

Employee Surveys

Employee Satisfaction
Job Satisfaction
Employee Turnover

Employee Enthusiasm
Labour Market
Labour Market Panel
Labour Market Positioning
Manager Feedback

Personal Development
Role Clarity
Strategic Alignment

Team Feedback
Total Reward Optimization
Voice of the Employee (VoE)
Work from home
Work Stress
Work Pressure

Capability Building

HR Analytics Strategy
HR Analytics Product Owner
HR Analytics Outsourcing
HR Academy

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Absenteeism Dashboard
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