- The main diversity and inclusion score
- Benchmark details
- Score over time
- Participation and how it works
- Highlighted drivers of diversity and inclusion
- Highlighted topics
- Highlighted comments
The main diversity and inclusion score
The main score that is visible on the dashboard is the overall diversity and inclusion score. This can be displayed in average mode or NPS mode, whichever option is chosen in the top right corner.
A company can set their visibility window to 3 months, 6 months, or 1 year. Whatever the chosen option, the current overall score will include each employee's latest answer from within that visibility window, allowing for trends to emerge over time. During each survey round, old scores fall out of the visibility window, while new scores come in. For information on how the score is calculated see How scores are calculated.
Under the diversity and inclusion score, the eNPS distribution is shown. This places each employee into an NPS category based on their diversity and inclusion score. For example, if an employee answered the engagement questions in such a way that their overall engagement score is 8, they would be considered a passive. For more on the NPS methodology see About eNPS and how it works.
The difference to benchmark is displayed next to the diversity and inclusion score. For general information about the benchmark see About benchmarking and how it works.
Typically company-level results are benchmarked externally, while segments within the company are benchmarked to the company score. When viewing a segment within a segment, the sub-segment will be benchmarked to the main segment. For more information on this, see Understanding how benchmarks are applied on different views.
Score over time
The score over time graph shows how the aggregated score has changed over time. It will always compare the latest round (whether it has closed or is ongoing) to the previous round.
To see more historical scores, hit the Expand button. There you can set the time frame and see how the eNPS distribution has changed over time.
Another option to view historical data is the View previous round feature or the Difference to round feature - see Viewing historical survey data.
Participation and how it works
- The aggregated participation rate shows how many people participated at least once in the visibility window (this can be 3 months, 6 months, or 1 year). For leavers, this period can be 1 month, 3 months, or 6 months. The visibility period for current employees and leavers is set by the administrator.
- The diversity and inclusion score participation shows how many people contributed to the main diversity and inclusion score within the visibility window, and the aggregate score accuracy uses the participation to indicate how accurate the score is.
- To see participation per round in a non-aggregated format, hit the Expand button.
Highlighted drivers of diversity and inclusion
Each diversity and inclusion driver represents a different element of an organization's efforts to maintain a diverse workforce and has its own distinct set of questions. A full list of the drivers of diversity and inclusion is available on the Drivers page within the Analysis section.
After the close of each round, Peakon will determine the drivers that are strengths for a team and will suggest drivers that could be improved. For selection criteria, see How priorities and strengths are calculated.
Although scores from the diversity and inclusion drivers are not included in the overall diversity and inclusion score, some drivers may have a larger impact on engagement than other drivers. To learn more, refer to How scores are calculated.
The highlighted topics section shows the key topics to focus on, in relation to the qualitative data on the dashboard. About Topics (NLP) and how they work explains the Topics selection in more detail. Each topic displays its score, the number of contributing comments, and the comment extract (when hovering).
Further down, Peakon highlights the most important comments based on how relevant and actionable they are. To read about the selection process, refer to How highlighted comments are calculated. By ranking these comments and marking them as Highlighted, managers are more easily able to work through a large volume of comments.
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