Employee Experience

A strong employee experience is built on what truly matters to your employees. Our unique combination of art and science ensures your leaders are focused on the levers that will create the best outcomes for your employees and your organization.

Visit Employee Experience

Employee Engagement

A great employee experience begins with understanding the heartbeat of your organization—specifically the unique and specific nuisances of employee engagement. Let’s dive in.


Learn how to think about and capture the true essence of Diversity, Equity, Inclusion and Belonging across your workforce.

Pulse Surveys

Learn how to gain actionable insights that compliment annual employee engagement efforts.

Lifecycle Surveys

Understand your employee’s experience during key moments in the employee lifecycle.


Know what matters most to employees worldwide with benchmarks and insights from WSAData.

Leadership Consulting

Enable leaders at each level of your organization for success with Leadership Consulting.


Learn about our business, meet our leadership, know what drives our passion for workforce performance, and gain a true understanding of what it's like to work with us.

Visit About Us


Our consultants are some of the world’s best when it comes to improving the employee experience. Learn their backgrounds, experience a little bit about who they are, both personally and professionally.

Project Management

Explore our delivery methods and available offerings for your organization.


Our partners mean the world to us, literally. We are proud to partner with the best and brightest to accelerate and provide added value to your employee experience solutions.


Explore our extensive resource library to gain insights on improving your workforce.

Visit Resources

Workforce Performance Lab

Learn how to drive high performance with data and research from the Workforce Performance Lab.

Articles and Best Practices

Leverage our library of articles and best practices for answers to common workforce questions.


Our blogs covering a wide-range of topics--from tidbits to trends to tips on best practices. Take a look, we are sure you'll find something useful.

Celebration Stories

See how we have increased employee engagement and organizational outcomes for our clients.

Diversity, Equity, Inclusion, and Belonging

Diverse perspectives and thinking, equitable processes, a welcoming environment, and enabling all to be their authentic self.

The True Impact

Diversity, equity, inclusion, and belonging have been integral components of workforce performance for years. But recently, our research shows that these factors have become significantly more important to employees worldwide. Our research also proves that diversity, equity, inclusion, and belonging drive engagement, performance, and retention.

And it’s no longer acceptable to simply measure these components — employees are demanding that action and progress must be made at the organizational and leadership levels.


The Connection is Critical

Diversity, equity, and inclusion lead to a sense of belonging for employees — which is a direct driver of engagement across the organization. Belonging is an outcome measure, it can’t be forced on employees by managers, it has to be cultivated with communication and actions from leaders. When action is taken effectively, it leads to a sense of “I feel like I can be my authentic self at work.”

Belonging often surfaces as the top driver of engagement,  or a feeling from employees that “I want to work harder, stay longer, and care more.”  If employees feel as if they belong, they feel more engaged. Congruently, the drivers of belonging are often very similar to the drivers of engagement. Levers such as effective communication, growth and development opportunities, recognition, and trust, for example, that impact engagement also impact belonging.

It is important to note that while the drivers are similar, they can also be mutually exclusive. It is possible for employees to feel engaged but still feel they don’t fit in or feel like they fit in but are not engaged. This leads to the importance of effective measurement to determine where the action is needed most.


Focusing on DEIB is important not only because of its impact on business outcomes, it’s also the right thing to do. Research has shown that inherently there are unconscious biases and inequitable practices at play that enter into leadership decisions within almost every organization. The fact that many biases are unintentional underscores the importance of pinpointing where inequity may be happening and addressing it so everyone reaps the benefits of an engaging and motivational employee experience.

As a business return, accelerated performance and increased retention is an outcome of belonging. Connecting the dots between the impact of belonging and engagement leads us to a higher-performing workforce that sticks around.



Capturing Meaningful Measurement

The WSA model for diversity, equity, inclusion, and belonging is a validated model based on current and historical research from the WSA benchmarking database that houses data collected from millions of employees. Our most recent validation study in 2021 included over one million respondents from organizations ranging in size from 60 to 65K+ employees across more than 15 industries such as manufacturing, financial services, food services, and healthcare.

Step One: Three Item Index

We begin with the following three-item index, that when combined becomes our overall measure of belonging:

  • I feel as if I belong at this company
  • I feel I am part of a team
  • I feel I can be myself at work

We then collect as much data as we can around diversity facts within the organization to deep-dive into the current diversity structure of the organization.

Step Two: Measuring the Drivers

Then we look into the top-down drivers of belonging to understand the level to which the company is creating a culture of belonging and equitable processes throughout the organization.

Next, we measure the bottom-up drivers such as:

  • Do I feel as if I’m part of a team?
  • Do I have individual buy-in?
  • Do I feel safe at work?

Step Three: Determining The Overall Impact

We then cross-reference this data with fundamental drivers of engagement because our research shows that belonging and engagement are often driven by similar psychological constructs.

All of this comes together to produce the following:

  • An overall measure of belonging
  • An analysis of equitability in process, pay, and promotion
  • An analysis of diversity gaps for focus
  • Clear, actionable priorities that leaders and managers can work on to move the needle on belonging within the organization
  • A benchmark measure that can be used to track progress over time
Learn More About Employee Experience

Moving the Needle

There are three outcomes of a belonging survey. The first two focus on improving diversity and creating equitable processes. This happens through an intersectional analysis performed by WSA consultants to identify gaps such as groups that aren’t paid equally or given promotions at the same rate as other groups, etc. This answers the question: Are we fostering practices and processes that drive diverse teams?

The remaining outcomes focus on fostering a culture of belonging. To do this, we run a priority analysis to identify the items that drive belonging. Often times, there are similarities between this analysis and the engagement analysis. If this is the case, these items become the top priority for improving both engagement and belonging.

It’s important to note that culture of inclusion and culture are one and the same — these are not separated ideas or initiatives. Culture is the collective attitudes and behaviors shaped in wide-ranging and durable ways. Culture norms define what is encouraged, discouraged, accepted, or rejected within a group.



Average Increase in Client Engagement

of the Fortune 50 are WSA Clients

Projects Completed Annually

C-Suite Dialogues Annually

Years of Experience