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Gleichstellung als gelebter Unternehmensalltag: Menschen unterschiedlicher Hautfarben schauen in die Kamera.ⓘⓧ
Equality survey

Determine the status quo

of equality in the company

Raising awareness of the issue of equality in your company

Making the status of equality measurable

Anonymous & data protection-compliant survey of your employees

Free initial consultation
Content
Intro

Equality Barometer

Gender equality is a highly relevant and at the same time explosive topic in the professional world. If you want to be seen as an attractive employer and ensure employee motivation, well-being and satisfaction in the long term, you have to be well positioned here. Therefore, it is very important for companies that gender equality is not just a theoretical construct, but an everyday reality in the company.

Use our Equality Barometer to quickly and easily find out how your employees rate your company on different dimensions of equality. Promote fairness, diversity and equal opportunities in the workplace through a structured catalogue of measures. Use the survey to show your employees that you are aware of and care about the issue of equality and want your employees to feel comfortable and valued in the long term. Build a strong internal and external employer branding and positively influence your corporate image.

We are happy to be your reliable partner in this! Benefit from our agile software solutions, our many years of experience in the field of employee surveys and the guarantee of anonymity and data protection at the highest level.
Content
Intro

Your advantages with the equality barometer from Rogator

Icons and features section

Customised survey

We design the entire process, from invitation to evaluation, according to your project goals and needs.

Data protection at the highest level

We guarantee the anonymity and protection of your data through numerous measures, such as the use of servers in Germany.

Results interpretation aids

We support you in understanding your results, even without prior statistical knowledge, and in deriving suitable measures.

Promoting equality with Rogator

Get free information now
Intro

Success factors of equality

Target group orientation

Aspects of equality and related offers by the employer often affect individual employee groups or departments as well as genders to different degrees. With the help of our powerful software, you can address different target or employee groups in your company individually and comfortably within one survey. In this way, you can use clever filtering and complex questionnaire control to display precisely tailored questionnaire content to the different target groups.

External partner

As gender equality is a highly sensitive issue, the survey should always be conducted by an external partner. Only in this way can you guarantee the anonymity of the employees at all times, credibly convey the separation of personal data and the answers given and actually exclude traceability by the HR department or management. The trust of your employees in the anonymity and independence of the external partner is crucial for a high response rate and honest feedback.

Credibility

Your staff must feel that your survey is an honest, important concern. Establishing this credibility requires methodological and technical competence on the part of the service provider as well as a high degree of transparency in the (pre-)communication and handling of the survey.

Communication

Pre-communication is very important for response. Employees should not be confronted with the survey for the first time with the invitation. Advance information by email, letter, intranet or in the employee newspaper are very important. By including the planned survey in your company communication and using your managers as advocates, you will create a more open attitude towards the issue of gender equality. It is also important to anchor it in your corporate philosophy in order to place equality as an important topic in your company even beyond the survey.

Transparency

In order to get honest feedback from your employees in the future, transparency and tangible follow-up processes are crucial. It is therefore important that you communicate the results of the gender equality survey to your staff and publish the measures decided on as a result. At least as important is the transparent monitoring of the effectiveness of the measures taken in order to ensure long-term success.

Comparison of time series

It does not happen overnight that outdated structures are broken down and the rethinking and sensitisation for gender equality are established at all levels of a company. This makes it all the more important to anchor this topic deeply in all company structures. You can achieve this by regularly addressing the issue in the form of repeat surveys. This also allows you to measure the development and document the success of your measures in the long term.

Intro

Questionnaire Equality Barometer

In the Rogator Equality Barometer, employees are surveyed in order to promote equality and equal opportunities in the company, to optimise them where necessary and to ensure that they are sustainable.

The most common topic here is gender equality, but aspects such as faith, age, physical limitations, social or ethnic origin, cultural background, etc. can also be addressed in such a survey.
A woman is sitting at her desk in the office and taking part in a survey on equality.ⓘⓧ
A woman is sitting at her desk in the office and taking part in a survey on equality.ⓘⓧ

Possible questionnaire content

  • Equal treatment / fairness / equal opportunities
  • Working atmosphere
  • Corporate culture / diversity
  • Leadership behaviour
  • Women in management positions
  • Remuneration (gender pay gap)
  • Compatibility of family and career
  • Offer of family-friendly working time models
  • Development opportunities / career advancement
  • Mobbing / Discrimination
  • Harassment in the workplace
  • Structures / Processes / Transparency
  • Neutral authority / complaints office
  • and much more
Intro

Services at a glance

Number: 2.

Customised questionnaire development

 

 

Number: 3.

Communication support

 

 

Number: 4.

Participant invitation and reminder mailing

 

 

Number: 5.

Survey implementation (online, hybrid, paper-pencil)

 

 

Number: 6.

Evaluation and reporting

 

 

Number: 7.

Presentation of results

 

 

Number: 8.

Effectiveness monitoring (RogActionPlanner) and follow-up surveys

 

 

Intro

Rogator advises you individually on all questions regarding employee surveys for public authorities

By default, our questionnaires for classic employee surveys have between 40 and 80 individual questions or items. We build up the catalog of questions according to your requirements and goals and, of course, only obtain the information relevant to you. In order not to put the motivation of the participants at risk, we develop questionnaires to be as precise as necessary and as short as possible.

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.

The standard survey period is approx. 3 weeks. With regard to the ideal survey period, we do not recommend an interval from the beginning of the week to to the end of the week. By choosing an extended period – e.g. from Monday to Monday or Wednesday to Wednesday – a fourth week is included. This allows you to generate a higher coverage for your employee survey and reduce the effects of vacations, business trips or illness. Under special circumstances, longer or shorter periods are also recommended. We will be happy to advise you in detail on this.

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.

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.

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.

Intro

Reasons to trust Rogator

Review:

For the technical implementation of our diverse survey projects, we have a long-standing partner at our side in Rogator. We particularly appreciate Rogator’s pronounced expertise and the high quality of their…

Name: Beatrice Neuwald Position: CIP Corporate Intelligence Partners
Review:

The collaboration with Rogator was smooth and trusting – we could always count on Rogator’s relevant experience. All our specifications and wishes were implemented reliably, quickly and flawlessly.

Name: Dr. Thorsten Klaas-Wissing Position: Migros-Genossenschafts-Bund
Review:

We have been conducting studies with Rogator for several years. The support in all matters is competent, reliable and fast Overall, the project management was excellent!

Name: Alexandra Lulla Position: TEBA Kreditbank
Equality Barometer

Promoting equality with Rogator

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