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.
Your advantages with the Rogator Equality Barometer
We develop a customised questionnaire together with you. Of course, we take into account your corporate philosophy, culture and goals as well as your individual questions and needs. From this you derive a structured catalogue of measures for the long-term and effective promotion of gender equality in your company.
Increase employer attractiveness
By involving your team in optimisation processes on the topic of gender equality, you show that this topic is of great importance in your company and strengthen employee loyalty and your employer branding. In addition, you create a positive external effect and thereby sustainably increase your reputation and your company's success.
Data protection and know-how
Benefit from our many years of technical and methodological know-how in all areas of employee surveys. We guarantee data protection and anonymity in all steps of the process. No external service providers are involved and we manage your data exclusively on our DIN27001 certified server landscape.
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.
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.
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.
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.
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.
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.
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.
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
Services at a glance
1. Kick-off workshops and individual counselling
2. Customised questionnaire development
3. Communication support
4. Participant invitation and reminder mailing
5. Survey implementation (online, hybrid, paper-pencil)
6. Evaluation and reporting
7. Presentation of results
8. Effectiveness monitoring (RogActionPlanner) and follow-up surveys
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