Employee Survey Scores and How They Differ Among the Genders

Posted on August 6, 2014 by TNS Consulting Team (via Scott Spayd)

female-malesHere’s an interesting stat for you. If you are reviewing the results of your employee surveys and notice scores that vary between female and males, maybe you should dig deeper into the possibility there may be issues affecting either one.

I just received this from our Norms and Advanced Statistics Director:

Here are the items with at least a 5-point gap between males and females. I used only US-based employees for this data.

Items Male – Female
87. People in my workgroup continuously look for new and better ways of doing things. (A)* 9% Males Higher
15. My supervisor is effective at managing people. (B) 9%
96. My supervisor communicates openly and honestly. (B)* 6%
101. I can talk freely to my supervisor about legal or ethical concerns. (B)* 6%
98. I feel confident that if I report a legal or ethical violation [the company] will act upon it. (B)* 6%
100. My supervisor follows [the company’s] policies and procedures. (B) 5%
42. I understand the overall goals of [the company] and how it plans to reach them. (A)* 5%
130. I believe strongly in and support the company (A)* -5% Males Lower
51. My workgroup uses feedback from external customers (people outside the company) to improve the quality of our work, products and services. (A)* -5%
121. How satisfied are you with your opportunity to get a better job in [the company]? (I)* -5%
31. I can count on senior management to follow through and do what they say they will do. (A) -5%

So, in studying this data collected from our surveys across the US, we find that among these items there is a significant gap (an average of 5 points) between the sexes when it comes to effectiveness of management, trust, innovation, ethics, company policies, and lack of overall company vision. Males scored higher than females, so females have issues with these categories.

Where males scored lower than females, it seems they do not believe and support the company, do not use feedback from customers to improve work quality, not satisfied with opportunities to improve their careers at the company, can’t count on senior management overall. Note that effectiveness of management and counting on senior management are different.

Our brand new adhoc tool allows you to take these reports and zero in on the problems even more closely.


Men and women work differently because they experience their worlds differently. Therefore, while it is ideal to bridge the gap between them, it’s probably more practical to get to the root causes of why these areas are so different among the sexes and try to solve any gender-based problems on their own level. Example: If it is discovered by the survey results, that you have a situation where a male supervisor shows favoritism with his male subordinates, (buddies), and ignores the needs of female subordinates, the issue should be addressed by his superiors.




TNS Consulting Team (via Scott Spayd)

About TNS Consulting Team (via Scott Spayd)

Great companies know that it takes highly engaged employees to retain customers and make their brand promise come alive. To make the connection between your employees, customers and brand, you need a partner with deep expertise across several areas. Only KANTAR TNS has over two decades of employee survey experience, as well as access to the consultative and research resources of the world’s largest customer satisfaction benchmark database and brand analytics research. Whether you have 200 employees or 200,000, Kantar TNS has the expertise and the advanced measurement, reporting, and follow up tools you need to deliver on your employee and customer brand promise.

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