What is the Insights Survey?
The Insights Survey gathers anonymous employee feedback on both demographics (like gender, race, disability, etc.) and employee experience (such as sense of belonging, fairness, and access to opportunities).
The aim is to surface how different groups experience your workplace and identify any equity gaps that may not be obvious from the overall scores.
How the Survey Works
Each question is scored out of 10 and colour-coded for clarity:
🟢 Green = Positive
🟠 Amber = Typical
🔴 Red = Needs Improvement
These scores offer a quick snapshot of how your company performed overall on each question. But Insights goes further by letting you explore how different groups responded helping you uncover deeper insights into your company culture and performance.
This is where Gap Reporting comes in.
What is Gap Reporting?
Gap reporting shows the difference in responses between groups, for example, how men vs. women or white vs. non-white employees experience your workplace.
In our survey - Anyone from a minority group (e.g gender, ethnicity, sexuality) we group together within one group and name minority group anyone outside of this is, are grouped in the traditional majority group.
Example:
Survey Statement | % Agree (Majority Group) | % Agree (Minority groups) | Gap |
"I feel I belong here" | 80% | 65% | -15% |
A 15-point gap means minority feel significantly less belonging than the average, highlighting a potential inclusion issue.
How to Interpret the Gaps
3 gap ✅ Healthy Equity
Small difference. Experiences are broadly consistent across groups.
- 3 % gap ⚠️ Moderate Concern
Worth monitoring. Could indicate developing inequities.
-10 gap ❌ High Concern
Clear disparity. Likely points to structural or cultural issues that need action.
In short: A negative gap means a minority is having a worse experience compared to the Traditional group.
The ideal gap score is 0, meaning both traditional and underrepresented groups are experiencing the workplace equally - a strong sign of equity. Gaps are -10 to 10 scale.
Why Gap Reporting Matters
It helps you identify:
Hidden inequities across employee groups
Where certain employees may be underserved or excluded
Where to focus improvement efforts (e.g. policy changes, manager training, internal communications)
By closing these gaps, you build a culture where everyone feels seen, heard, and valued - which not only drives fairness but also boosts engagement, retention, and performance.
Tracking Progress Over Time
Once you’ve run two or more surveys, the platform will also show how your scores have changed over time - both in overall score and in gap reporting.
For example, a question might show:
📈 +10% improvement compared to last survey
📉 - 5% decline
This change is based on a weighted combination of the overall question score and the gap between groups, compared to your previous survey and is measured out of 100.
It’s complex under the hood - but Insights does the hard work for you, surfacing meaningful trends that would take hours to calculate manually.