DEI & Inclusion Sentiment Tracking

Horizon Financial • 6,200 Employees • Q4 2024

Belonging Index
74
+3pts
Psych Safety Score
71
+2pts
Largest Gap
14pts
Early-Career Women
ERG Correlation
+0.42
+0.07
with Belonging Lift
Action Plan Complete
68%
-4%
Top Theme
Career Path
28% of detractors
2nd: Recognition 22%

Cohort × Driver Belonging Scores

Career Growth
Recognition
Voice Heard
Authenticity
Pay Equity
Early-Career Women
60
66
68
72
69
Mid-Career Women
70
74
76
78
73
BIPOC Engineers
67
69
74
75
71
LGBTQ+ Sales
72
73
69
80
74
Gen Z All
65
68
73
76
70
Veterans
77
79
81
80
78
<65 (Critical)
65-72 (Below Target)
≥73 (At/Above Target)

Inclusion Driver Gaps vs. Benchmark

Belonging Index Trend (4 Quarters)

ERG Participation vs. Belonging Lift

Cohorts Below Threshold (Belonging < 73)

Cohort Belonging Gap vs Org Sample Size Primary Driver Gap Status
Early-Career Women, Operations 60 -14pts 142 Career Growth (-14pts) Critical
Gen Z, All Departments 65 -9pts 487 Career Growth (-9pts) Monitor
BIPOC Engineers 67 -7pts 213 Career Growth (-7pts) Monitor
Mid-Career Women, Engineering 70 -4pts 156 Pay Equity (-5pts) Monitor
Disability Self-ID, Product 69 -5pts 78 Voice Heard (-6pts) Monitor
LGBTQ+ Sales 69 -5pts 91 Voice Heard (-5pts) Monitor
Early-Career Men, Finance 71 -3pts 124 Recognition (-4pts) Monitor
Asian-American Leadership 72 -2pts 67 Recognition (-3pts) Monitor

Inclusion Themes (Top 12 from NLP)

Career Path Recognition Promotion Voice Heard Pay Equity Mentorship Feedback Sponsorship Manager Support Authenticity Workload Flexibility
28% Career Path
22% Recognition
18% Promotion
14% Voice Heard

Representation vs. Experience Gap

Goal: Close belonging gap >10pts for underrepresented cohorts within 12 months • Next DEI Council Review: Jan 15, 2025 • Action required: Early-Career Women program pivot (gap 14pts)