We have designed Nisto People to be a safe space to declare honest diversity information.

Your employer has asked you to fill out a diversity survey at nisto.io and you want to know why - here are just a few of the reasons…

• Many employers altruistically want to understand, in general terms, the diverse cross-section of their employee base. They wish to put in place policies that are culturally relevant, encourage a more diverse workforce through hiring efforts, and understand that prosperity is driven by embracing all diverse identities as an organization.

• Some employers have made commitments internally to report on the diversity in their workforce for corporate performance and public acknowledgment.

• Some employers have engaged in projects and work opportunities that have a social focus and are held accountable for ensuring diversity exists in their workforce.

• And some employers are just trying to figure this stuff out. For many where this is new - this is a journey that they see as important - the drivers are many and complex.

Whatever the reason or motivation behind the requirements - there needed to be a safe space that creates distance between your employee record and your unique diverse identity.

The market traditionally relies on two primary methods of collecting diversity data: Direct Self-Identification Reporting and Anonymous Self-Reporting. Each has its merits but also distinct challenges and disadvantages.

Direct Self-Identification Reporting offers a wealth of detail but can inadvertently put employees in discomforting situations and expose organizations to legal pitfalls. On the other hand, Anonymous Self-Reporting safeguards employee privacy but may lack the granular detail we need to effect meaningful change.

Nisto is thrilled to present an approach that marries the strengths of both methods while mitigating their shortcomings: Anonymized Matched Diversity Analysis (AMDA).

At the heart of AMDA, employees independently complete an anonymous diversity survey which generates a unique 12-digit code, representative of their diverse identities. This code is then shared with their employer and combined with anonymous payroll data to produce a comprehensive, insightful diversity report.

What truly distinguishes AMDA?

Empowerment & Privacy: AMDA maintains employee privacy and confers upon them the power to control their personal data.

Risk Mitigation: Employers gain access to crucial diversity data without directly managing sensitive individual information, substantially reducing potential legal risks.

Rich Insights: Unlike anonymous surveys, AMDA enables us to correlate diversity data with employment parameters, fostering a deeper and comprehensive understanding of our organization's diversity.

Control: With AMDA, employees can withdraw their consent and use of their data anytime by sharing their unique code with Nisto People.

By embracing AMDA, you are not only navigating the complex landscape of diversity, equity, and inclusion but also setting the course for a more inclusive, understanding, and equitable future – a future I believe we are all obligated to strive towards.

The credibility of a diversity report is only equal to the space you make for those employees to share their information in the first place.

A business should never have access to an employee’s responses to a diversity survey. The results of that survey will be fundamentally compromised by not making the appropriate space for that employee to feel safe that their responses can never be used against that individual.

Nisto People makes the space available so your employees feel safe knowing that an employer never has access to their responses.