This seminar will provide insights on using analytics to assess workforce diversity. Seminar participants will explore how analytics can provide objective diversity metrics, support organizational transformation, and establish diversity as a business strategy. The seminar will discuss how qualitative and quantitative assessments of diversity are typically conducted and their limitations. It will then demonstrate how integrating qualitative and quantitative data through conversational AI can provide real-time diversity insights through continuous employee feedback. This allows organizations to identify issues immediately and respond quickly to improve culture, inclusion, and the employee experience. A case study of a company that implemented this approach and was able to rapidly address a drop in morale will also be presented.

1. A Fresh and Objective Assessment of
Workforce Diversity
A Qualitative and Quantitative Approach to the
Diversity Assessment
Seminar 1506 Presenter: Jem Pagán

2. This seminar will provide insights on analytics-based assessments of workforce diversity
and guide organizations on how analytics can provide a new ‘system of record’ for
workforce diversity measurements and assessments.
Seminar participants will explore:
1. How analytics can provide a ‘single source of truth’ for workforce
diversity metrics and assessments
2. How workforce analytics can provide a conduit to organizational
transformation
3. How workforce diversity analytics will support the adoption of
diversity as a value-driven business strategy
Seminar Overview

3.  Diversity is often viewed as a subset of the organizational workforce and is
often assessed and managed as an initiative
 The Qualitative and Quantitative assessment of diversity can be assessed
through workforce
 Diversity initiatives are for the most part a voluntary practice on the part of
organizations and varies in practice and definition
 There is no consensus on how to measure diversity and how it should be
defined beyond an ‘inclusion and workforce differentiator’
 Diversity continues to rest on ‘Perceived Value’ due to the ambiguity and the
vast pool of workforce definitions
3
Qualitative Assessment of Diversity

4.  Diversity is often viewed as a subset of the organizational workforce and is often
assessed and managed as an initiative
 Diversity initiatives are for the most part a voluntary practice on the part of
organizations and varies in practice and definition
 There is no consensus on how to measure diversity and how it should be defined
beyond an ‘inclusion and workforce differentiator’
 Diversity continues to rest on ‘Perceived Value’ due to the ambiguity and the vast
pool of workforce definitions
 Diversity goes beyond the inclusion of historically disenfranchised members of our
society to also include ‘Respecting and valuing’ the differences present within our
workforce – Qualitatively
 Assimilation – What are the cultural, religious and orientation sacrifices necessary
to obtain inclusion through assimilation?
 Can Qualitative Assessments of diversity based on the level of assimilation alter
the qualitative assessment of Diversity?
4
Qualitative Assessment of Diversity

5. 2.5x
Revenue
Growth
Improving Company Culture Works
+300%
Stock
Performance
5

6. However… Employees Are
55 %
Dissatisfied
87%
Disengaged or
Indifferent
6
(Source: Gallup) and 81% of tech workers are not satisfied with their jobs

7. Integrating Qualitative and Quantitative Measurement of Diversity
1. Engage with Employees
Engaging and personable
artificial intelligence,
interacts with employees,
remembers
conversations, and is
viewed as part of their
team
2. Listen Continuously
Frequent check-ins with
employees provide real-
time insights and
sentiment, derived from
questions about morale,
relationships and more
3. Manage Employee
Experience
The AI answers
employee’s questions on
company topics, such as
benefits, to improve
productivity, employee
satisfaction and retention
Companies require real-time method to measure and improve company culture
Introducing Bot Technology into the HR practice
7
Moving beyond organizational surveys to real-time systems of feedback

8. Can I Trust an Analytics HR Feedback System?
 What is the benefit of interacting with an (AI) HR Representative?
 There are times when employees want to provide feedback, but are concerned
about giving feedback face-to-face. Organizations want to provide a trusted way
for employees to provide confidential feedback. An (AI) system can communicate
with employees directly while keeping their responses confidential
 Should managers see my responses?
 All responses should be collected and stored confidentially. The company policy of
privacy will mandate confidentiality for individual responses and as a practice
should not see data in group sizes smaller than 5 people
 Will the AI take the place of being able to talk to a human being in HR?
 No! Organizations value time with each individual employee. AI will help facilitate
decisions the companies make to ensure they are providing a good working
environment for everyone at the company.
 Will the AI take my job?
 This AI is specifically programed to do one job that pertains to improving the
employee experience. So, no, the AI will not take your job
 How can I trust this AI?
8

9. 1. Confidential
All employee answers and responses to the
AI are kept confidential
2. Transparency
Employees will see the same data and
reports that companies and leaders see
3. Action-oriented
Clear and concise analysis means companies
and leaders can take action on the valuable
feedback employees provide
9
Building Trust with Employees

10. How It Works: Interact With Employees
10
AI interacts with employees1
Real-time pulse on employee morale and engagement
• Conversational artificial
intelligence communicates one-on-
one with employees
• AI increases response rates
through interactions
• AI Asks employees questions on a
schedule set by you
• AI maintains anonymity, so
employees can provide honest
responses and feedback

11. How It Works: Continuous Listening
11
2
• Establish baseline metrics from data
that the AI collects
• Analyze metrics to help employees
understand where to focus their efforts
• Compare employee results with
benchmarks metrics
• Reveal answers to questions you aren’t
asking, based on feedback and
sentiment analysis
Superior insights based on rich data set
AI collects rich data from
interactions

12. How It Works: Detailed Analysis
12
3
• The ability to Drill down into each
culture principal to see trends
• Evaluate open feedback that the AI
collects to further understand your
team’s well-being and needs
• Review sentiment analysis
• Find matching trends and feedback, or
• Use the AI to send your own questions
to dig in deeper
Take action based on
results & metrics
Create Your Own Questions
Morale

13. How It Works: Feedback & Sentiment Analysis
13

14. How It Works: Employee Q&A
14
4
• Upload your key company documents
(diversity, policies, handbook, benefits,
etc.)
• The AI engine reads and parses the
documents
• Employees asks the AI their important
questions
• Employees win: real-time answers to their
questions
• Company wins: higher productivity,
retention and employee satisfaction
Employee Concierge AI
Employee to AI Q&A
Upload Documents

15. Better Data Quality Better Insights
AI Traditional AI Traditional
• Consistent data collection
from conversational AI
• Ongoing conversations enable
constant data capture,
creating massive, unique and
actionable data set
• Data capture becomes more
targeted as the AI becomes
smarter about each employee
• Annual surveys return
snapshot at one point in time
• Employee surveys can lead to
survey fatigue
• Employee’s comments can be
difficult to analyze in
aggregate
• Standard metrics from
data
• Analyze metrics to help
leadership understand
where to focus their
efforts
• Reveal answers to
questions you aren’t
asking, based on
sentiment analysis vs
self-reporting
• Standard metrics and
analysis
• Detailed statistical
analysis of results
Immediate Impact Maximize Employee Engagement
AI Traditional AI Traditional
• Immediate/real-time results
• Supports aggregated top down
company-wide changes
• Personalized interventions
for maximum and immediate
impact
• Offer tips and suggestions
conversationally, boosting
employee empowerment
• 2-6 months to complete an
annual engagement survey
cycle
• One-time set of action items
from annual survey
• Supports top down changes
only rarely achieve intended
impact due to aggregated
data
• 1-on-1 communication
• Provide specific and
unique communication to
each individual
• Variety: AI produces
tailored communication
connecting to each and
every employee at a
personal level
• Standardized format
• One communication to all
employees
Digital
Transformation
15
Qualitative
Assessment
Quantitative
Assessment
Diversity
Measured in
the Assimilated
Culture
Diversity
Inclusion as a
Measured
Outcome

16. CASE STUDY
Solution: Organizational Culture
Serving more than 8,000 clients globally, The Predictive Index (“PI”) is a
simple methodology that allows businesses to understand what drives their
people so they can take them where they want to go.
Business Goals:
• Measure organizational culture on a real-time basis: Inclusion
• Improve feedback loop with employees, to ensure the company responds
quickly to challenges in the organization
Results (example):
• Company X measured a massive drop in morale over a 2-week period and
identify the root cause – communication challenges. Quickly addressed
the issues, collaborated with employees, resulting in a rapid return to
normal morale levels
• Company X conducted an annual engagement survey, resulting in
measures virtually identical with the AI system, validating its real-time
approach

17. Special Thanks to Zeal Technology for their support of this Use
Case Presentation and commitment to Diversity initiatives:
Mark Somol
mark@zeal.technology 617.686.7737
http://zeal.technology/
@zealculture
Please Note: To continue support for the Women of Color STEM
Conference, please mention this conference when contacting Zeal
Technology for special considerations on future research presentations.