Sudhof gives this example of how the process can work: "You ask them, ‘Hey, what’s on your mind?’ If they mention work-life culture and kind of the immediate workplace environment, and if they mention them negatively, it’s hugely predictive of very low intent to stay."
Kanjoya then aggregates the perceived sentiments from employee surveys and crosses it with hard information like demographics, allowing HR to slice into the data by different criteria, including gender.
If a lot of women mention topics such as leadership and learning in a negative light, that’s a sign the company is not giving women the same opportunities as men, says Sudhof. Another red flag: when topics like attitude and teamwork skills come up more in women’s employee evaluations, while leadership skills show up more in men’s evals.Read more in FastCompany.
Thanks, +Christine Schatz
