Since the launch of MatchFIT, thousands of individuals across genders, ethnicities, and age groups have taken our signature MatchFIT Workplace Values Assessment. Our Co-Founder, Craig, recently took a deep dive into the data and discovered that the data tells a great story. The biggest theme: we all have the same vision of an engaging, inclusive workplace. Let’s take a look.
The MatchFIT Workplace Values Assessment features seven value dimensions which are ranked by each user in order of importance in the context of a workplace. When analyzing the data across genders, ethnicities, and age groups, all subgroups have the same top three value dimensions: Exacting and Procedural, Competitive and Vigorous, and Innovative and Creative.
| Top 3 Values Across Subgroups | ||
|---|---|---|
| Gender | Ethnicity | Age |
| Exacting and Procedural | Exacting and Procedural | Exacting and Procedural |
| Competitive and Vigorous | Competitive and Vigorous | Competitive and Vigorous |
| Innovative and Creative | Innovative and Creative | Innovative and Creative |
What story does this tell us? We know that diversity, equity, and inclusion of gender, ethnicity, and age are critical to the success of our organizations, and now we see that a focus on workplace values supports DE&I efforts in a meaningful way. We all have the same vision of an engaging, inclusive workplace.
Descriptions of each value dimension are provided below. To take the MatchFIT Workplace Values Assessment or learn more about MatchFIT, visit thematchfit.com.
Tolerant and Receptive
Where all employees feel welcomed and appreciated. These organizations value diversity in thought, background, and values. They desire to maintain a positive public reputation for their inclusiveness and respect for individual rights. They tend to believe in “doing the right” thing whatever the cost.
Innovative and Creative
Where employees are expected to develop ideas, experiment with new approaches, and ask questions. These organizations want employees to feel free to spend time thinking through new possibilities and approaches, and they welcome mistakes of ambition as indicators of a desire for growth and progress.
Competitive and Vigorous
Where employees are expected to be assertive, competitive, and decisive. These organizations tend to prefer a strong results-orientation. They tend to tout “winning” and “being the best” as critical components of their workforce, and they welcome some conflict and internal competition as beneficial to continued success.
Exacting and Procedural
Where employees are expected to be consistent, predictable, and diligent. These organizations prefer to have processes and procedures in place to eliminate errors, and they encourage precision and accuracy. These organizations value strong detail orientation and organizational habits and tend to stress the importance of high quality.
Collaborative and Supportive
Where employees feel a strong sense of commitment to their company and to their coworkers. These organizations encourage employees to be supportive team-players. They want their employees to be relationship-oriented and “connected” to one another and to feel comfortable going to one another for help.
Relaxed and Informal
Where employees feel relaxed and comfortable at work. These organizations tend to view tense conflict among employees as a reflection of poor team synergy, and they want their work space to feel stress-free and inviting. These organizations generally encourage casual dress and don’t want to be perceived as overly formal or bureaucratic.
Focused on Performance-Based Rewards and Recognition
Where the most productive employees are rewarded with increased pay, status, advanced titles, and other forms of recognition. These organizations tend to value productivity more than tenure, and they tend to function on merit-based systems. They allow productive employees to advance “through the ranks” quickly, and they value ambitious and goal-oriented employees.