As part of the Fair HQ Diversity & Inclusion survey, we ask employees to disclose personal demographic data, such as their gender identity, sexuality, race and disability status. This is because not everyone experiences work life in the same way, and we want to uncover those differences.

Of course, we could never capture all the overlapping identities of an individual in a single survey. But by asking about these different characteristics, we are able to understand the ways in which they overlap and shape a person's experience. And when we see a gap in the experience, we offer companies the strategies to address it and make work more equitable and inclusive for all.

As an example, perhaps your company offers excellent Learning and Development opportunities to help boost the skills and careers of staff. That's brilliant, and we certainly want to know about that! What we also want to know is if these opportunities are accessible to all employees. Do they cater to a range of learning styles, cognitive abilities, and time commitments? Are people with disabilities, neurodivergence or caring responsibilities able to take part? If the data reveals that the answer is no, then we'll work with your company to improve it.

One of the key dimensions that we measure is employees' experiences of inclusion - how safe, valued and respected you feel at work. More often than not, this experience isn't even across the board. We often see a gap in people's experience of inclusion depending on their demographic characteristics. These things are hard to measure, and even harder to address without a good grasp on the data.

Let's say your company makes a real effort to get everyone involved in social activities. You have regular post-work drinks and office parties. Everyone gets along and you never hear anyone complain, so what possibly could be the problem? Well, these activities may not be accessible to everyone. Parents, individuals with a disability, or those who don't drink for whatever reason may feel excluded by these events. It's hard to speak up against the company culture, especially when everyone else seems happy, and so these issues often get swept under the rug.

Revealing these insights can make employers reconsider the structures and practices they have in place. And once we can irrefutably show that not everyone is offered the same opportunities, or feels as supported at work, then we can help. Our personalised diversity and inclusion strategies will seek to address these disparities to improve the experience for everyone.