Equality in companies

Rogator advises you individually on all questions regarding the Equality Barometer

• How long can the questionnaire be?

  The length of the questionnaire is company-specific and depends on various factors in addition to the company's interest in gaining knowledge. In the first survey, the current status in your company is recorded and if this is done, it should be surveyed comprehensively. More questions may be necessary here than, for example, in a follow-up or repeat survey, in which only specific topics can be addressed. We recommend asking about 4-6 items per superordinate topic area. A total of up to 30 items is conceivable. However, more attention should be paid to a meaningful presentation through suitable question types (matrix questions) in order not to tire the participants. We would be happy to advise you individually on the length of your personal gender equality barometer.

• How often should the survey be conducted?

  Promoting gender equality can be a long process, depending on the starting point in the company, which has an impact on the entire corporate culture. Such changes need to be well planned and implemented in a structured way. Thus, the time frame for repeat surveys depends very much on the status quo of a company: To what extent is equal opportunity already lived and ensured? If there are major deficits, we recommend shorter intervals for follow-up surveys at the beginning of the process. If you are already well positioned, the intervals can also be longer. In any case, regularity is important. In addition, you should always plan enough time for the implementation of measures. We recommend conducting repeat surveys about once a year to every two years. Our team of experts will be happy to advise you individually.

• How is anonymity ensured?

  We ensure anonymity in the Gender Equality Barometer through our powerful software: pseudonymised survey links, participation codes etc. In addition, no personal data is stored on our server, only the relevant metadata, such as location, department, etc. Furthermore, we define evaluation thresholds so that anonymity is also ensured in smaller or combined evaluation groups, e.g. men in department A and women in department B. Finally, with us you can define exactly who should receive which results through various options for report distribution (globally to one person vs. directly to selected managers or addressees). Our certified server landscape and SSL-encrypted exchange platforms ensure data protection at the highest level.

• Are open questions useful?

  Open-ended questions can be useful, but their usefulness depends strongly on the design. We recommend - depending on the length of the questionnaire - not to overdo it. 1-3 open questions are optimal, as long as they are asked in a targeted manner. What should be avoided is a classic wish list, in which every participant can type in an open text field with no character limit what he or she has always wanted to get rid of. It is better to ask specific questions and to use a character limit so that the participants are encouraged to concentrate on the essentials.
  In the case of open-ended questions, the increased evaluation effort must also be taken into account. This is because the free texts have to be read, possibly coded, evaluated and translated into measures. You can usefully automate this process with the help of our text analysis software RogTCS. We would be happy to advise you on the efficient use of open questions in your gender equality barometer and on text analysis with RogTCS.

• What is the survey period?

  The survey period is usually 2-3 weeks, depending on the scope and timing of the survey. If the survey period seems very long from the participants' point of view, participation is often postponed. In addition, you should definitely consider holiday periods and public holidays in your planning. In any case, appropriate reminders for participation during the field period are helpful. We also recommend that you always set the end of the field period at least one day into the following week (e.g. field period Monday - Monday), in order to cushion longer holidays accordingly.

• How can a high response rate be achieved?

  To achieve a high response rate, good internal pre-survey communication is essential. The survey should not come out of nowhere. The topic of equality should be specifically placed in the company and in the minds of your staff. You should win over the management and executives as promoters for the topic of equality so that they also positively promote participation in the survey in their teams. It is also important to make anonymity clear to participants and to credibly dispel any doubts they may have about this. In an information letter, the importance of participation can be made clear and possibilities for change in the company can be pointed out. After the survey, it is also important to communicate the results and planned measures in order to achieve credibility through concretely derived actions. Regular reminders also promote a high response rate. Online implementation ensures convenient participation with the possibility of re-entering the survey after an interruption. Of course, we also support you with hybrid or paper-pencil implementation. We will be happy to advise you on which method promises the highest response rate for your company.