How to Answer TPI Questions
How do we respond if practices differ across parts of the organization?
Since we recommend that these practices be deployed consistently across the organization, unless there is a specific reason a certain practice isn’t used in some parts of the organization (e.g., it’s a practice that is not relevant for exempt employees), answer “No” so that deploying this practice universally can be included in our recommendations.
If you have areas of your organization that have significantly different practices, or if you suspect different levels of maturity for different teams, you can segment the inventory and answer questions by department, function, or region. This will give you more granular results to help you probe into these differences.
What does “consistently” mean in the Talent Practices Inventory?
When we say “consistently,” we mean a regular cadence that is appropriate for your organization. For example, when we ask if your organization consistently surveys employees on sentiment, a “Yes” answer might mean surveying employees annually for a small organization, or quarterly for a larger organization. However, if your organization has run a survey once, with no plans to do it again, this survey is not run consistently and we would recommend answering “No” to this question.
What do you mean by a “formal” process?
By formal we mean a documented, structured process. For example, if employees are encouraged to take time off but there is no written guidance around how to take time off, how much time off is appropriate, etc., then you do not have a formal time off policy. If employees are encouraged to give feedback to one another but there is no regular process or mechanism for doing so (e.g., a feedback platform or performance management system), then you do not have a formal performance management or feedback process.
What does it mean to track data? Is that the same as collecting information but doing nothing with it?
Tracking means that data is collected and analyzed on a regular basis. For example, if you collect demographic data from employees but only analyze that data on an ad hoc basis (e.g., when you need to answer a question or when someone requests the data), you do not track data. If you collect demographic data and run reports on a regular basis (e.g., quarterly) and/or share data with stakeholders, then you do track data.
What if some practices are new but not fully rolled out yet?
If the plan is to integrate practices across the organization but that hasn’t happened yet, you can answer “Yes” so that we don’t make a recommendation that’s already in the process of being executed. However, if there is no plan to integrate practices across the organization and there should be one, you should answer “No” so that this recommendation can be considered.
Will I be able to edit the introduction section after submitting it?
The introduction can’t be updated once you have submitted your answers because it determines what sections are available to assign to collaborators. Please make every effort to fill out this section accurately as editing the introduction section would require you to restart the entire Talent Practices Inventory. If a correction needs to be made, contact the Surface support team at support@surface.ai.
We collect only sex data (male/female)- how should we answer gender identity questions?
If you collect sex data, you can answer “Yes” to these questions. The exact language need not be exact. However, you may see in your recommendations that we will encourage you to collect a broader set of gender identities.
As a global company, we can only collect race/ethnicity data in some regions. How should I respond to questions related to this?
If you have offices/regions where certain demographic data cannot be collected, please respond only with regard to regions/locations where data can be collected. For example, if you collect race/ethnicity data in the US but not in Finland due to privacy regulations, answer these questions on behalf of your US offices only.
If you are unable to collect this data in any of your locations, select the "N/A" option.
We will omit missing data from all graphs. Regarding global race/ethnicity data, you’ll have the ability to filter graphs by country or region so you can see race/ethnicity data globally and within specific locations.
If we don’t have enough employees in a particular demographic group to conduct analyses that compare outcomes for that group compared to majority groups, should we answer “No”?
If you would typically conduct an analysis but you don’t because of low representation, please answer “No.”
Will answering “No” reflect poorly on my organization?
The Talent Practices Inventory is very comprehensive and we do not expect any organization to be doing everything. Answering questions honestly will allow us to accurately identify strengths, opportunities, and most importantly, prioritize recommendations that will have an impact moving forward.
What level of communication is enough when talking about leaders communicating about the importance of creating a culture for everyone?
What we’re looking for here is clarity and consistency in messaging. For example, if leaders believe it's important to create a culture for everyone but do not share that belief with employees, then they are not clearly communicating about the importance of creating a culture for everyone. If leaders have talked about the importance of creating an inclusive culture once in a company All-Hands but haven't revisited the conversation, then they aren’t consistently communicating about the importance of creating a culture for everyone.
Why do we care about “proactively addressing uncertainty and/or common worries among new hires during the onboarding process”?
Research finds that while everyone is susceptible to questioning their belonging when they are new to an organization, people from underrepresented backgrounds are mostly likely to face these challenges. Therefore, to promote inclusion and create an inclusive culture for everyone, it’s important that organizations develop onboarding processes that explicitly address, and normalize, these fears. Normalizing what researchers call “belonging uncertainty” can help alleviate these concerns.
Why do some items feel repetitive?
Our goal is for the Talent Practices Inventory to be comprehensive. This means we will ask questions that are distinct, but related. For example, we may ask about whether you have company values AND we ask whether you communicate those values internally. These are related, of course, but distinct.
What if I don’t understand a question?
If you can’t find the answer in our Support Center, please email support@surface.ai and a member of the Surface team will reach out to help.