The Complete Guide to Measuring Workplace Inclusion

Inclusion in the workplace goes beyond simply hiring people from different backgrounds. It’s about creating an environment where every individual feels seen, heard, and valued, where they can bring their whole selves to work and contribute their best. While diversity opens the door, inclusion is what makes people stay and thrive.

The business case for an inclusive culture is stronger than ever. According to McKinsey & Company, diverse teams are 36% more likely to achieve higher profits. But diversity alone isn’t enough; inclusion ensures everyone’s ideas are heard and valued, enabling organizations to fully benefit through stronger innovation, teamwork, and growth.

Despite this, many organizations still struggle to understand what inclusion truly looks and feels like for employees. There is often a striking gap between how leaders perceive inclusion and what employees actually experience.

“While senior leaders estimate that only 2% of their employees feel excluded at work when employees are asked directly, 20% report that they do not feel included. That’s a tenfold difference in perception. ”

Katica Roy

CEO of Pipeline Equity

This disconnect highlights why measuring inclusion is essential. Without accurate insights into how employees truly feel, efforts to improve culture risk falling short. By moving beyond demographic data and focusing on employees’ lived experiences, organizations can more effectively build an inclusive, engaged, and high-performing workplace.

The Business Need for Inclusion Measurement

Many organizations still focus heavily on diversity metrics, measuring the number of employees who belong to different demographic groups or the balance of leadership representation on paper. While these numbers are important, they only tell part of the story. Diversity metrics show who is present, but they do not capture how these employees experience the workplace. Without understanding whether employees feel safe, valued, and heard, companies risk mistaking representation for real progress.

Measuring inclusion provides insights that demographic data alone cannot reveal. While headcount numbers might look impressive, only inclusion-focused assessments such as employee surveys, psychological safety evaluations (see our blog on this), and qualitative feedback can uncover if certain groups feel overlooked, excluded from growth opportunities, or hesitant to voice their ideas.

A study by Deloitte found that organizations with inclusive cultures are twice as likely to meet or exceed financial targets, three times as likely to be high-performing, and six times more likely to innovate and respond effectively to change.

What Inclusion Measurement Captures

Traditional diversity metrics focus on who is in the room, counting representation across gender, ethnicity, age, and other visible demographics. While this is a critical foundation, it fails to address whether those individuals feel safe, heard, or empowered to contribute. Numbers alone cannot tell us if someone hesitated to share an idea, felt excluded from decision-making, or lacked trust in leadership.

The concept of measuring inclusion emerged as leaders and researchers realized that representation without experience does not deliver business or cultural impact. Scholars like Dr. Amy Edmondson at Harvard pioneered the concept of psychological safety as a core component of inclusion. At the same time, organizations such as Gartner advanced it further by developing structured frameworks to capture the nuances of belonging, trust, and fairness. The move from “diversity only” to “diversity and inclusion” reflects this evolution in thinking.

When we measure inclusion in the workplace, we capture critical dimensions such as psychological safety (do employees feel safe to speak up?), fair treatment (do they feel they’re evaluated on merit?), belonging (do they feel genuinely connected?), and perceived value of diversity (do they believe diverse voices matter?). It also includes behavioral signals: who speaks up in meetings, who gets invited to collaborate on high-impact projects, and who advances into leadership roles.

Unlike static headcounts, these insights reveal the lived reality of employees and how inclusive the environment feels on a day-to-day basis. By going deeper, organizations can identify hidden cultural gaps, understand root causes of disengagement, and design precise interventions that create a workplace where everyone can truly thrive.

Using Gartner’s Seven Dimensions as a Framework

A headcount can show who is present, but it cannot show who feels safe to speak up, who feels truly included, or who has access to opportunities to grow. As discussed earlier, measuring inclusion means going deeper, capturing the emotional and behavioral signals that reveal the real employee experience.

To do this effectively, organizations need a structured and reliable approach that transforms these abstract feelings into measurable insights. One of the most powerful tools for this is Gartner’s Inclusion Index, which provides a clear, comprehensive framework to assess inclusion in all its complexity.

Using Gartner’s Seven Dimensions as a Framework, leaders can move beyond surface-level representation and truly understand the depth of inclusion. These seven dimensions together capture the emotional trust and behavioral participation that are critical for building a thriving, inclusive workplace.

1. Fair Treatment: Employees need to feel that they are treated equitably and assessed purely on their skills and contributions, not on personal characteristics or affiliations. When fair treatment is lacking, even the most diverse teams can quickly become disengaged or disillusioned. This dimension serves as the foundation for building trust and credibility across all groups. o illustrate why fair treatment is essential even in a diverse team, consider this real-world

2. Integrating Differences: Inclusion is not only about inviting diverse voices to the table but actively integrating those perspectives into everyday decisions, strategies, and problem-solving. This dimension highlights an organization’s commitment to genuinely valuing diverse thinking rather than simply tolerating it. For example, Cisco integrates diverse perspectives through its "Proximity Initiative," encouraging leaders to include ideas from underrepresented employees directly. This helps shape more inclusive decisions across the company.

3. Decision-Making: Employees should believe they have a meaningful voice and influence in decisions that affect their work and professional development.

4. Psychological Safety: A critical factor in high-performing teams, psychological safety ensures that individuals feel comfortable expressing ideas, raising concerns, and admitting mistakes without fear of negative repercussions. When psychological safety is strong, teams are more agile, collaborative, and resilient.

5. Trust: Trust in leadership is fundamental to creating an inclusive environment. Employees must believe that leaders act transparently, uphold shared values, and prioritize the well-being of their people.

6. Belonging: Beyond feeling included, employees should experience a genuine sense of connection to their team and the organization as a whole. Belonging fosters emotional commitment and encourages individuals to bring their full selves to work, which is key to engagement and retention.
7. Perceived Value of Diversity: Employees must feel that diversity is not just a compliance requirement or a marketing slogan, but an authentic organizational value that is celebrated and embedded into daily operations. When this is achieved, employees are more likely to feel proud of their workplace and advocate for it externally.

Organizations such as Project Management Institute (PMI) have successfully adopted this framework through regular pulse surveys, providing leaders with continuous, real-time feedback on inclusion efforts. Rather than relying on static, annual surveys or high-level demographics, this approach enables executives to identify culture gaps more quickly, address emerging issues proactively, and measure progress over time.

By leveraging these seven dimensions, leaders can transform inclusion from an abstract concept into a measurable, actionable strategy, building workplaces where every employee feels respected, empowered, and engaged.

Case Study 1: PwC Measuring Connection, Belonging, and DEI Investment

Overview: PwC has developed a comprehensive approach to measure inclusion by integrating both quantitative and qualitative data. Their framework evaluates employees’ sense of belonging, analyzes retention rates among diverse groups, and tracks the organization’s investments in DEI (diversity, equity, and inclusion) training and initiatives.

Measurement Approach

• Annual surveys to assess belonging and inclusion sentiment across all levels.
• Detailed analysis of retention and promotion rates by demographic group.
• Tracking budget allocations and participation rates in DEI training.

Impact: By consistently measuring these elements, PwC has identified actionable gaps and driven targeted interventions. They have reported steady improvements in employee connection and retention among underrepresented groups. Moreover, PwC has linked these improvements directly to increased DEI investments, reinforcing the business case for sustained cultural investment.

Case Study 2: Cisco Proximity Initiative and Behavioral Impact

Overview: Cisco’s “proximity initiative” was designed to encourage senior leaders to build stronger, more personal connections with colleagues from different backgrounds. The program focuses on developing empathy and promoting more inclusive leadership behaviors.

Measurement Approach

• Regular leadership surveys to assess shifts in inclusive behaviors.
• Workplace analytics to track voice distribution in meetings, ensuring underrepresented employees are heard.
• Feedback loops from diverse employee groups to provide qualitative insights on leadership progress.

Outcomes: The initiative has resulted in measurable behavioral change among leaders. Specifically, leaders reported a greater focus on amplifying underrepresented voices and more inclusive decision-making processes. Cisco’s commitment to measuring these outcomes has contributed to its recognition as the #1 company on the Financial Times-Statista European Diversity Leaders list.

Inclusion Measurement Methodologies

While most organizations acknowledge the importance of inclusion, measuring it effectively remains challenging. Leaders need to go beyond broad engagement surveys and adopt methods that capture both data-driven insights and the human experience. Using both quantitative and qualitative approaches offers the most comprehensive view.

A. Quantitative Approaches

When used effectively, quantitative approaches give leaders a clear, data-backed foundation for action. These insights help identify patterns across different teams, monitor progress over time, and justify strategic decisions to stakeholders. However, numbers alone can’t fully capture the emotional realities employees experience each day, which is why combining them with qualitative methods is essential.

Why are quantitative methods important?
Quantitative methods provide objective, data-driven insights at scale. They help leaders identify patterns, compare across groups, and benchmark progress over time. Unlike qualitative methods, which explore personal stories and emotions, quantitative tools offer measurable evidence that can guide strategic decision-making.

Validated Surveys

Validated surveys are considered a quantitative approach because they use structured, standardized questions that produce measurable, comparable data across different groups and time periods. Unlike general engagement surveys, these instruments zero in on fairness, trust, belonging, and psychological safety.

A leading example is the Gartner Inclusion Index, featured in Harvard Business Review’s article How to Measure Inclusion in the Workplace. This framework uses targeted questions to assess seven dimensions of inclusion, providing organizations with clear, comparable benchmarks.

Sample survey questions:

• Fair Treatment: “I believe people here are recognized and rewarded based on their performance, regardless of background.”
• Psychological Safety: “I feel comfortable sharing ideas, even if they differ from others in my team.”
• Belonging: “I feel a strong sense of community at work.”
• Decision-Making: “My input is considered when decisions are made that affect me.”

These validated surveys help leaders identify systemic gaps and prioritize interventions with confidence.

Behavioral Analytics

Behavioral analytics fall under quantitative methods because they rely on objective, measurable data rather than subjective opinions or open-ended feedback. It provide an additional layer of insight by showing how employees engage in real-world interactions. This approach uses data from:

• Meeting participation (who speaks and how often).
• Interruption patterns.
• Document and idea-sharing analytics.
• HRIS data on promotions and performance outcomes.
• Contributions to collaboration platforms.

For example, if analytics show certain groups contribute significantly less in meetings, it may signal barriers related to psychological safety or belonging insights that might not surface in surveys alone.

B. Qualitative Methods

These qualitative methods not only provide depth but also help validate and enrich quantitative findings. By capturing real employee stories and emotions, they surface subtle barriers and opportunities for improvement that metrics alone might overlook. Together, these approaches empower leaders to create more empathetic, inclusive workplaces and drive sustained cultural transformation.

Structured Focus Groups

Structured Focus Groups fall under qualitative methods because they capture rich, detailed insights that go beyond what numbers alone can tell us. When designed correctly, they help organizations understand the context behind the numbers. Best practices include:

• Using a neutral, skilled facilitator to promote open discussion.
• Ensuring demographic diversity in each group to capture varied perspectives.
• Following consistent protocols to analyze and synthesize themes rather than relying on isolated comments.

These discussions often reveal hidden cultural dynamics and help humanize survey findings.

Pulse & Real-Time Feedback

Pulse & Real-Time Feedback tools, even though they involve numerical scores at times, primarily serve as qualitative signals because they capture immediate, contextual sentiments. Continuous listening strategies, such as pulse surveys and real-time feedback tools, enable organizations to stay responsive. Examples include:

• Weekly or monthly micro-surveys focusing on specific inclusion drivers like psychological safety or fair treatment.
• Post-meeting feedback forms to understand if everyone felt heard and included.
• Quarterly deep-dive surveys targeting areas like decision-making influence or trust in leadership.

These frequent touchpoints help track sentiment shifts, reinforce accountability, and create a culture of ongoing improvement.

Building a Comprehensive View of Inclusion

Combining these approaches enables leaders to see both the macro-level trends and the micro-level experiences shaping their culture. This holistic perspective builds credibility with employees, strengthens engagement, and provides actionable insights to advance inclusion strategically.

When inclusion is measured thoughtfully and acted upon consistently, it moves from being an abstract value to a tangible, lived reality that drives business performance.

Technology & Tools for Inclusion Measurement

Technology has become a critical enabler for organizations seeking to measure inclusion in the workplace more precisely and at scale. When selected and implemented thoughtfully, digital tools can reveal insights that traditional surveys or anecdotal feedback might miss.

However, the right technology should always be chosen based on organizational size, maturity, and specific inclusion goals. Below are core categories and considerations to guide executives.

Survey Platforms

Surveys remain foundational to inclusion measurement. They provide a scalable, repeatable way to capture employee perceptions across dimensions such as fairness, psychological safety, and belonging. Several advanced platforms stand out:

• CultureAmp is Known for its highly customizable surveys and advanced analytics capabilities. Ideal for larger organizations seeking deep culture insights and ongoing tracking.
• Glint (now part of LinkedIn) combines engagement, inclusion, and performance metrics in an integrated platform, making it well-suited for mid-to-large enterprises focused on tying culture to business outcomes.
• TINYpulse is popular with small to mid-sized companies, TINYpulse specializes in frequent, lightweight pulses that capture real-time sentiment.
• Officevibe emphasizes continuous feedback and team-level analytics, making it a good fit for organizations prioritizing local-level culture improvements.

These platforms help benchmark current inclusion levels, track progress, and guide targeted interventions.

Advanced Analytics

Beyond surveys, advanced analytics help organizations understand how inclusion actually shows up in day-to-day behaviors, not just in self-reported feelings. While surveys capture what employees say, analytics reveal what really happens, who speaks up, who gets included in decisions, and how people interact. This objective, behavior-based insight complements survey data, making it easier for leaders to identify hidden gaps and take precise, targeted action to build a more inclusive culture.

Natural Language Processing (NLP)

NLP can analyze open‑ended survey responses, emails, or forum posts to detect sentiment, uncover bias, and surface cultural trends. This is especially helpful when employees hesitate to share concerns formally.

Example: SHRM explains how NLP-driven sentiment analysis tools help HR teams quickly classify open-text feedback, tag themes, and highlight emerging issues in workplace culture 

Meeting Audio Analysis

Advanced tools can process meeting recordings to measure voice equity, including who speaks, for how long, and who interrupts whom. These insights reveal hidden power dynamics, enabling targeted coaching and intervention.

Example: A study on AI meeting assistants shows how voice data can be analyzed to understand conversational balance and participation disparities

Network Analytics

Mapping digital collaboration, Slack, Teams,and email networks helps visualize who’s included or sidelined in decision-making. These “network silos” often highlight unexpected barriers to inclusion.

Example: Social network analysis techniques allow organizations to chart patterns of communication and identify densely connected groups or isolated individuals .

According to Financial Times, organizations are increasingly turning to these sophisticated analytics to reshape DEI strategies and ensure that inclusion metrics are grounded in actual behavior, not just perceptions (Financial Times Coverage on DEI Analytics).

Building a Responsible Tech-Enabled Inclusion System

Integrating the right technology empowers leaders to act on insights faster and with greater precision. When paired with thoughtful governance, transparent communication, and strong ethical guidelines, technology becomes a powerful ally in the journey to measure inclusion in the workplace and transform culture from the inside out.

Implementation Framework: Building the Measurement System

By following this structured, phased approach, organizations can move beyond superficial efforts and build a robust system to measure inclusion in the workplace effectively. We have taken note of industry best practices and, based on these insights, suggest this implementation framework. When supported by strong sponsorship, clear objectives, and a commitment to continuous improvement, this approach empowers leaders to turn insights into meaningful, lasting change, creating workplaces where every employee feels truly seen, heard, and valued.

24-Week Roadmap

Weeks 1–4: Alignment, sponsorship, objectives

What to focus on: This first phase is all about building a strong foundation. It ensures inclusion measurement is viewed as a strategic priority, not just a compliance exercise.

Key requirements before starting:

• Clear articulation of why inclusion measurement is important now.
• Shared objectives agreed upon by the executive team.
• Identification of influential executive sponsors.

Checklist & tips:

• Define what success will look like (e.g., higher retention, stronger trust scores).
• Draft a high-level communication plan to set expectations early.
• Prepare talking points to help leaders deliver a unified, consistent message.

Weeks 5–8: Method & tool selection, pilot group

What to focus on: In this phase, leaders determine how to measure inclusion and identify where to start with a pilot.

Points to consider:

• Assess whether you need external expertise to guide tool selection or survey design.
• Confirm your HR and IT systems can support new measurement tools and analytics.

Checklist & tips:

• Choose validated survey frameworks (like Gartner Inclusion Index).
• Plan for behavioral analytics integration (e.g., participation or promotion data).
• Select a diverse pilot group that reflects multiple roles and demographics.
• Prepare briefing sessions to build understanding and enthusiasm among pilot participants.

Weeks 9–16: Baseline surveys, focus groups, analytics setup

What to focus on: This phase involves collecting foundational data both quantitative and qualitative to understand the current state of inclusion.

Points to consider:

• Schedule surveys carefully to maximize participation and avoid high-stress periods.
• Engage neutral, trained facilitators for focus groups to encourage honest feedback.
• Ensure data security and privacy protocols are in place.

Checklist & tips:

• Launch baseline surveys covering fairness, belonging, trust, and psychological safety.
• Conduct structured focus groups using consistent discussion guides.
• Set up analytics dashboards to track real-time results.
• Develop early feedback loops to resolve any process issues quickly.

Weeks 17–20: Data analysis, gap identification, action planning

What to focus on: Transform data into clear insights and develop targeted action plans.

Points to consider:

• Compare findings across departments and demographic segments to identify disparities.
• Involve cross-functional leaders in workshops to interpret results together.

Checklist & tips:

• Visualize data with dashboards and heatmaps to make insights accessible.
• Identify and prioritize the most critical gaps impacting culture and performance.
• Develop action plans that clearly connect data findings to specific initiatives.
• Align plans with business objectives to ensure relevance and executive support.

Weeks 21–24: Iteration, scaling, continuous improvement

What to focus on: Refine the system based on pilot learnings and prepare for organization-wide rollout.

Points to consider:

• Use pilot feedback to fine-tune surveys and analytics before broader launch.
• Plan phased rollouts to new teams or regions to avoid overwhelming the organization.
• Prepare ongoing communication and feedback channels.

Checklist & tips:

• Adjust surveys and tools based on early insights.
• Expand inclusion measurement gradually, adding new groups in phases.
• Build continuous feedback loops (e.g., quarterly pulses) to stay responsive.
• Integrate inclusion metrics into leadership evaluations and organizational KPIs for long-term accountability.

Critical Success Factors for Every Phase: Team, Communication, and Accountability

Throughout every phase, success depends on embedding a few essential elements. A cross-functional team, including HR, DEI leaders, IT, and business leaders, brings diverse perspectives and shared ownership. Transparent, consistent communication builds trust and keeps employees engaged in the process. Finally, accountability mechanisms, such as tying inclusion metrics to leadership evaluations and reporting progress to stakeholders, ensure a long-term commitment and tangible outcomes.

Measuring Results & Taking Action

Collecting data on inclusion is only the beginning. The goal is to transform insights into concrete, sustained improvements that shape a truly inclusive workplace culture. This requires a strategic approach to analysis, phased interventions, and transparent reporting that engages both leadership and employees at every level.

Analysis Hierarchy: Descriptive → Comparative → Predictive → Prescriptive

A sophisticated measurement system should progress through four levels of analysis to drive meaningful action:

• Descriptive analysis provides a clear snapshot of current realities. For example, it might show which departments report the highest or lowest psychological safety or where trust in leadership is weakest.
• Comparative analysis reveals disparities by comparing data across teams, demographics, regions, or time periods. This helps identify which groups feel less included and highlights areas needing immediate attention.
• Predictive analysis uses historical and also current data to forecast future trends. For instance, organizations can model the impact of low inclusion scores on future attrition rates or identify potential risks to engagement and innovation.
• Prescriptive analysis goes beyond prediction to recommend specific actions. It answers critical questions like: What targeted strategies will close identified gaps most effectively? or Which interventions will maximize business impact?

This layered approach ensures that efforts to measure inclusion in the workplace move beyond compliance and become strategic drivers of organizational health and growth.

Phased Interventions: Quick Wins to Systemic Change

Data-driven insights should inform interventions at multiple time horizons to balance immediate impact with long-term change:

• 30-day quick wins: Small but visible actions can build early momentum and signal seriousness to employees. Examples include introducing inclusive leadership training, publicly recognizing inclusive behaviors, or establishing new team norms that ensure every voice is heard in meetings. These initiatives create early trust and show that feedback is being acted upon quickly.
• 90-day improvements: In this medium-term phase, organizations can implement deeper improvements such as launching or expanding mentorship and sponsorship programs, refining recruitment and evaluation processes to reduce bias, and enhancing equitable access to high-impact projects. These actions start embedding inclusion more structurally into day-to-day work.
• 6–12 month systemic change: Long-term transformation involves rethinking foundational systems and structures. This includes integrating inclusion metrics into performance appraisals, developing leadership pipelines that prioritize diverse talent, redesigning succession plans, and revisiting reward and promotion systems to ensure they reinforce inclusive behaviors. These systemic changes help move inclusion from an initiative to a sustained organizational value.

Linking inclusion to business outcomes (ROI)

To secure executive commitment and long-term investment, it’s critical to demonstrate how inclusion impacts business outcomes clearly. Leaders can make the business case tangible by linking inclusion metrics to key performance indicators such as retention rates, employee engagement, innovation outcomes, and financial performance. Studies show that organizations with inclusive cultures see higher employee loyalty, more innovative ideas, and stronger overall performance, clear proof that inclusion is not just the right thing to do but a strategic imperative.

Encourage transparent dashboards and storytelling

Transparency builds credibility and drives accountability. Regularly sharing inclusion dashboards featuring progress on key metrics, areas for improvement, and upcoming initiatives keeps both leaders and employees informed and engaged. Pairing data with authentic storytelling, such as personal testimonials and success stories, humanizes the numbers and reinforces the real-life impact of inclusion efforts.

Stories about employees feeling empowered to speak up or leaders changing behaviors based on feedback can inspire broader cultural shifts and help sustain momentum.

Conclusion & Next Steps

To truly measure inclusion in the workplace, organizations must move beyond counting who is represented and focus on capturing how people experience and engage with their work environment every day. Representation shows who is present; inclusion uncovers who feels safe, valued, and empowered to contribute fully. Sustainable progress starts by assessing an organization’s inclusion maturity and understanding where cultural strengths and gaps exist.

From there, leaders can thoughtfully plan the right combination of methodologies and tools, whether through advanced surveys, behavioral analytics, or qualitative feedback tailored to their specific context. Piloting these approaches within targeted groups allows organizations to validate insights, refine strategies, and build momentum before scaling.

Once refined, these measurement systems should be expanded and continuously improved to adapt to evolving needs and strengthen cultural impact over time. As part of this journey, organizations can integrate resources like Edstellar’s Skills Matrix to map leadership and team capability gaps and leverage Edstellar’s catalog of over 2,000 instructor-led courses to build inclusive leadership and collaborative skills.

By taking a strategic, data-informed, and human-centered approach, organizations can transform inclusion from an abstract ideal into a measurable driver of engagement, innovation, and business performance, creating workplaces where every employee can truly thrive.