Data: Gender

There were six self-reported genders in our dataset including agender, androgynous, bigender and gender-fluid. Genders with representation greater than 1% are included in our reporting. People who identified themselves as either a man or woman represented over 99% of respondents. 

Gender  Respondents  %
Man 4059 61%
Woman 2645 39%
Total Identified Respondents  6704 


Engagement 

Women had slightly lower engagement scores (-4) than men. Most of this gap can be attributed to a higher rate of neutral responses from women. 

Though the difference is relatively small, considering the large representation of women in our sample population (39%), even a small increase in engagement scores of women can translate to a large overall improvement.

Engagement-gender@2x.png

Favorable responses to diversity and inclusion factors

The largest differences in responses between men and women relate to decision making, having a voice, and belonging. For women, having the ability to be heard, seeing their ideas acted upon, and genuinely feeling like a part of the decision-making process make up the largest disparities.

The visualization below shows favorable responses (agree or strongly agree) to each survey item from men and women.


LEGEND

Belonging-1: I can be my authentic self at work
Belonging-2:
Even when something bad happens (e.g., when I get critical feedback from my manager, I have a negative social interaction with a peer, etc.), I don't question whether or not I belong at my company
Belonging-3:
I feel respected at my company
Belonging-4:
I feel like I belong at my company
Decisions-1:
I am included in decisions that affect my work
Decisions-2:
Perspectives like mine are included in the decision making at my company
Decisions-3:
I am satisfied with how decisions are made at my company
Diversity-1:
My company values diversity
Diversity-2:
My company builds teams that are diverse
Fairness-1:
I believe that my total compensation is fair, relative to similar roles at my company
Fairness-2:
My job performance is evaluated fairly
Fairness-3:
People from all backgrounds have equal opportunities to succeed at my company
Fairness-4:
Administrative tasks that don't have a specific owner (e.g., taking notes in meetings, scheduling events, cleaning up shared space) are fairly divided at my company
Purpose-1:
I understand how my work contributes to my company's mission
Purpose-2:
The work that we do at my company is important
Resources-1:
When there are career opportunities at my company, I am aware of them
Resources-2:
I know where to find information to do my job well
Resources-3:
My company believes that people can always greatly change their talents and abilities
Resources-4:
My company enables me to balance work and personal life
Voice-1:
When I speak up, my opinion is valued
Voice-2:
I can voice a contrary opinion without fear of negative consequences
Voice-3:
At my company, there is open and honest two-way communication

Diversity and inclusion factors most strongly correlated to engagement scores (ranked)

By correlating responses to individual survey questions with engagement, we can see what really impacts employee engagement. Higher rankings indicate a stronger correlation to engagement.

Women Men Diversity and Inclusion Factor
1 1 I feel like I belong at my company
2 2 I am satisfied with how decisions are made at my company
3 4 I feel respected at my company
4 5 At my company, there is open and honest two-way communication
5 3 The work that we do at my company is important
6 8 I understand how my work contributes to my company's mission
7 NA When I speak up, my opinion is valued
8 7 Even when something bad happens, I don't question whether or not I belong at my company
9 6 My company believes that people can always greatly change their talents and abilities
NA 9 My job performance is evaluated fairly

— Click demographic to sort.  NA indicates factor is not a significant driver of engagement

When it comes to engagement, we find that men and women value similar things. At the top of the list - a feeling of belonging, a sense of control over the work they do, respect, and open communication.

A factor that shows up as significant is for women is, "When I speak up, my opinion is valued". It is not highly correlated to engagement for men. It might be worthwhile to better understand how to better value opinions expressed at the workplace to address this difference.

For men, the factor "The work that we do at my company is important," correlates higher than for women, as does the organization's belief in people being able to greatly change their talents and abilities.

View other interactive data sets

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