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Project Family Overview – Benefits to Users – 6

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Diversity Graph - Analysis of Gender Based Meeting Promoter Scores (MPS)

Problems / Benefits

Process

Interpretative Examples

  • Leadership may not know whether gender affects assessments of relationships and participation levels - MPS

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  • Awareness of potential discrepancies in how genders assess each other

  • Early recognition of and continuous monitoring of how genders assess each other

  • Indicators whether discrepancies point to individuals in need of new skills or to systemic problems requiring intervention

  • Improvements in interpersonal relationships, team performance and project outcomes

 

  • Plotting the reciprocal MPS assessments of team members across and within genders

  • Highlighting similar assessments, where members of one gender assess members of their gender comparably to the way they assess members of the opposite gender

  • Calling attention to dissimilar assessments, where members of one gender assess members of their gender differently than the way they assess members of the opposite gender

  • The Diversity Graph can be extended to measure ways that other groups interact. For example how Finance and Operations teams or how Customers and Employees, score each other
  • The circle color in the sample Diversity Graph (above) represents gender types:

    • light grey circles = females
    • dark blue circles = males

  • This gender-based Diversity Graph (above) plots the Meeting Promotor Score (MPS) graph (above) plots how:

    • Female members have assessed other female's versus how they've assessed male's MPS

      and

    • Male members have assessed other male's versus how they've assessed female's MPS

  • In this gender-based Diversity Graph, most of ratings are clustered close to the graph's "z-axis"

  • However there are two outliers:

    • The lowest dark circle highlights one female member who was scored at 100% by other females but only 65% by male members

    • The left-most highest light grey circle highlights one male member who was scored at 80% by other males but only at 30% by female members

  • That the graph shows only two outliers would indicate a non-systemic issue where a possible remedy could be new skills training for the outliers