The Dimeglio results are consistent with what I’ve seen.
I’d be on alert for qualitative data and open responses ESPECIALLY racially/gender coded language.
Some examples that raise red flags:
Language of fear “intimidating” “not fitting in”
Anything dealing with feeling/emotion or culturally “fitting in” is often a trigger for identity as opposed to performance or behavior.
Failing to account for this provides significant turnover risk, legal risk and can quickly destroy a company’s culture, as it allows bias to determine promotions/comp vs contribution.
In addition: women, people of color and marginalized employees are often forced to do emotional labor with employees that’s essential for company performance/retention but ignored (perhaps deliberately) in assessments of cultural contribution or productivity. Such work MUST be factored into evaluations of performance, as it depresses performance sometimes and often times elevates/sustains the performance of other employees.
Example: mentoring/coaching, being asked to do marketing work for brochures, asked (or voluntold) to participate on ERGs, D&I initiatives, etc.
Failure to account for these factors predicts massive turnover for diverse employees who get tired of doing free labor with little or no respect or such work.