Anonymized Matched Diversity Analysis (AMDA)

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.