Home » Employee Wellbeing » Want real inclusivity? Enable anonymity in the workplace

Julie Chakraverty

Founder, Rungway

By creating a psychologically safe space through anonymity, organisations can uncover the real concerns of employees and take effective action.

A platform that uses anonymity to reveal employees’ concerns is helping leaders address unheard issues and create inclusive environments.

“Anonymity creates a psychologically safe space for expressing true feelings,” says Julie Chakraverty, founder of the employee listening and workplace culture platform Rungway.

Employees ask questions or share their experiences anonymously, whenever they need, via their screens or mobiles. Posts are moderated and routed to the right responder, be it HR or someone else.

Unexpected revelations

Data shows that colleagues of colour get 44% more answers when they ask questions anonymously than when they reveal their name, 50% of women felt they had been treated in a way they considered disrespectful compared to 31% of men, and 50% of under-34s have been treated in a way they felt disrespectful compared to just 20% of over-45s. 

Anonymity also makes room for quieter voices. Figures show that twice as many women than men won’t speak up if they have to reveal their identity for fear of being seen as a nuisance.

Anonymity also makes room for quieter voices.

What employee surveys miss 

Employee satisfaction surveys cannot capture the same picture of employee concerns.

“Increasingly, employees — especially Gen Zs — want to express their views or get advice in a more dynamic, two-way dialogue, not just to answer questions set by the company,” says Julie.

“An ‘always on’ mechanism means you can listen more proactively and resolve issues faster. Regular exchanges with your employees help build an inclusive, caring culture.”

Hybrid working

Issues extend beyond the workplace — particularly in today’s hybrid workforce.

“Events outside the company’s control, whether the cost of living crisis, anxiety about the war in Ukraine, the Sarah Everard murder or the loss of the Queen, have had profound effects on morale,” says Julie.

Productivity wins

At Sellafield Limited — the company clearing up Europe’s largest nuclear site — over 1,000 colleagues use Rungway daily. Questions cover worries impacting wellbeing and productivity. “Employees feel heard, and management can better target support,” says Julie.

At leading wealth manager St. James’s Place, the executive team can easily spot emerging issues and use their Rungway data to evolve policies. Julie says: “There’s a big productivity win, with some responses viewed thousands of times. Importantly, leaders get an early heads-up on the key issues they should be addressing.”

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