Frequently Asked Questions

For the very latest updates please visit our blog – we update it on a regular basis with research, articles and case studies. However, there are some questions that we are regularly asked.

Why does diversity and inclusion matter to my business?

You're already elbow deep into our website, so we're guessing that you've got a pretty shrewd idea of the increasing momentum which diversity and inclusion is gaining among business leaders and policy-makers. And we're pretty sure we don't need to elaborate on the legal, moral and social arguments in favour of a diverse and inclusive corporate culture. But if those alone aren't compelling enough reasons, there's a wealth of data and statistics demonstrating the positive commercial impact of investing time and resource into managing diversity in the workplace. Whether it's increasing profitability and turnover, enhancing employee engagement, improving employer branding, reducing labour costs, or simply improving workforce productivity... surely any one of these outcomes would be a great win for your business?

We already collate data on Equal Opportunities via monitoring forms. We have an Equal Opportunities Policy and we train all our managers on equal opportunities. Do we need to be doing more than this?

What you're doing is good practice, but it will only ever give you superficial data, leaving some really crucial questions unanswered. We'll work with you to look into the whole picture. Starting from the very beginning with your attraction and recruitment process, right through employment and exit stages of the employee lifecycle. Equal opportunities monitoring will simply tell you who you've got in your population at any given time (like a census), but nothing more. That's monitoring diversity. By finding out how communities within your potential and current workforce feel, and what you can do to impact them positively, you can really start to make a difference to them and to your business. That's managing diversity. To quote the CIPD (Managing Diversity, Measuring Success, 2006) ‘Diversity can't be used as a competitive organisational strength unless it's managed effectively'. And you can't manage diversity effectively without ‘peeling the onion' to see beneath the outer layer. The extent to which you do that is up to you, and that's where we can start the conversation.

We've never had any grievances or issues resulting from discrimination, so can we assume we don't have any problems in that regard? Why rock the boat?

Because, to put it bluntly, if you don't, then someone else might. And that could be a costly problem. We don't just mean the financial and legal burden, but also the damage to your reputation as an employer of choice and as a business. We're reminded here of that age-old question; ‘If a tree falls over in the forest and no-one is around to hear it, does it make a sound?'. Just because something hasn't been brought to the door of management or HR as a formal issue, it isn't necessarily safe to assume that it isn't lurking there in the background.

Besides, it's not all about litigation. It's also about doing the right thing, plain and simple. And about progress and competitive edge. Your employees and customers alike will have an expectation that you are doing your best to create an involved working community that reflects the diversity of today's world.

How do the services/questionnaires work?

The first step is a conversation. We understand that you have very specific requirements. We won't try to force your needs into our generic services. Working across sectors, levels and the groups within means we really understand that a single generic offering really isn't good enough. Of course we have proven content and experience but we work with you to meet your objectives – not ours. We can shape our services to fit an individual, a team, or your entire organisation, the scope and the scale is entirely up to you and what your business needs. Because that's really what diversity and inclusion is – finding out what people need and working together to achieve it.

However, it doesn't need to take huge amounts of your time. One of our a core skills is delivering services that are easy to use, look fantastic and deliver valid outcomes.

We would be delighted to demonstrate the questionnaire delivery platforms to prove it's a painless process.

How long do the questionnaires take to complete?

We know that most people are time poor, with plenty of pressures, deadlines and commitments. For that reason, we make all of our questionnaires very quick and straightforward. No preparation is required and the time involved ranges from five to fifteen minutes (depending on which questionnaire you are using).

How are results reported, and how will the data be stored and used?

If the service line you are using creates reports on each candidate these are delivered within moments of questionnaire completion. If your service is more focused toward reporting on groups of people we agree the date that you require the results and they will arrive electronically. In many case group based reporting will be supported with a meeting to run through the results and help put the findings into context and kick off the action planning process.

Data storage and reporting. The short story is that we use the very latest IT security systems and protocols. We are registered with the ICO as a data center and handle your data in line with your organisations own data protection policies. For more details see below.

Our Technology & Security
Detailed information on our technology platform and security practices can be found here.

Data Privacy & Protection
great{with}talent is registered under the UK Data Protection Act 1998 and subsequently adheres to EU and US Safe Harbor policies. Download this document for more information.

How can I reassure people of the confidentiality of their responses?

People are naturally and understandably wary of any data that reports back on their personality traits, communication styles or working styles. What's really important is that people clearly understand the purpose of the test process within your organisation, how the data will be reported, and how it is intended to be used. Our team at great{with}diversity can provide advice and support on briefing candidates and employees prior to testing, in order to engage their confidence in the process and in the anonymity of their responses. No personal or identifying data will be shared outside the client organization, and data will not be used within the organisation for any purpose other than that which has been described to the candidate or employee.

Is there a sample test or practice test available?

Of course. As a starting point we have provided example reports to the our standard questionnaires in the products section of this site. If you would like to “have a go” contact us.


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