Frequently asked questions

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Yes. Although the eight factors were identified through research in the investment and asset management industry, they are based on broader research published in peer-reviewed journals. 

In addition, the Cognitive Diversity Scorecard questions have been validated through a study involving participants from across the wider finance sector, demonstrating their relevance beyond investment and asset management alone.

Users include not just portfolio management teams but also functional leadership teams,  executive committees and other decision-making groups.

For the richest insights teams should be involved in finance, investment or asset management.

It is important that the participants within each team actually collaborate to make decisions together i.e. participants can  meaningfully impact outcome of their team’s decision-making, as opposed to including those whose involvement is only around communication or coordination.

Three is the minimum group/team size.

All members of a group must provide responses so they can be evaluated collectively as their 'decision-making group'.

A minimum of three confidential responses are also required to ensure that findings can be shared in reporting in a way that ensures that no individual responses are disclosed. 

Individual responses are confidential. They are anonymous for your firm, for Inclusion in Finance and for any other party except our organisation DOT Scorecard.

As the Cognitive Diversity Scorecard is an 'evaluation' as opposed to a 'survey', individual responses need to be personality identifiable within the encrypted database to allow the evaluation findings to be generated.

Findings are shared in reporting in a way that ensures that no individual responses are disclosed. 

No. Personality assessment tools such as the Myers-Briggs Type Indicator (‘MBTI’), the Belbin Team Roles, DiSC, or others based of the Big Five personality traits, focus on understanding individual preferences in the way people like to learn, contemplate things and communicate. 

Whereas the 8 factors used by the Scorecard focus on a group’s potential for diverse thinking and whether there is a decision-making that can produce cognitively diverse outcomes.

 Although the Scorecard’s approach and emphasis is quite distinct, there is a minor overlap in the inputs - for example introvert vs. extrovert.

The About page on this website provides a summary of the research approach and validation study undertaken. 

Your Scorecard report provides an explanation of your findings and recommended actions. 

The How It Works page on this website provides videos with further detail for Cognitive Diversity Potential and Cognitive Diversity Culture.