EVP examples shaped by employee listening
Listening is the foundation of a credible EVP. When your people can see their feedback reflected in the culture, policies and practices around them, the EVP becomes more than a statement. It becomes real.
Here are real-world EVP examples from brands who are leading with listening.
Salesforce – “Ohana” Culture Built on Continuous Feedback
How they listen:
Salesforce uses tools like pulse surveys, employee feedback groups, and Equality Groups (ERGs) to listen across departments and demographics. They also run annual “V2MOM” planning sessions where employees contribute ideas directly to leadership.
How it creates belonging:
Employees help shape the business and culture, not just follow it. This co-creation builds emotional investment and a sense of inclusion at every level.
Atlassian – Listening Through “Team Anywhere” and Open Surveys
How they listen:
Atlassian runs transparent company-wide engagement surveys, regular listening circles, and offers anonymous reporting channels. They also analyse employee behaviour and sentiment to improve the remote experience through Team Anywhere.
How it creates belonging:
Listening informs everything from DEI strategy to flexible work policy. Employees feel seen, trusted, and supported no matter their location or identity.
Unilever – Activating EVP via Listening Tools and ERGs
How they listen:
Unilever uses AI-powered listening platforms, internal social media, and employee resource groups to hear from employees globally. They also conduct structured exit interviews and employer brand perception research.
How it creates belonging:
Feedback loops directly influence policies on wellbeing, hybrid work, leadership behaviours, and equity. It shows that ‘belonging’ is lived, not just stated.
Canva – Co-Creating Culture Through Listening
How they listen:
Canva uses regular all-hands Q&As, anonymous surveys, employee engagement platforms, and feedback from their internal inclusion groups. They’ve even crowdsourced internal values through employee input.
How it creates belonging:
Their culture isn’t just delivered top-down. Employees shape workplace norms and have real influence on diversity, wellbeing, and how work gets done.
REA Group – Listening to Fuel DEI and Mental Health Support
How they listen:
REA Group uses annual culture surveys, focus groups, and real-time feedback platforms. They consult employee networks to help shape their DEI strategy and mental health programs.
How it creates belonging:
By embedding feedback in their people strategy, employees feel empowered and represented.
Telstra – Designing the EVP Around Employee Voice
How they listen:
Telstra gathers regular employee feedback through engagement tools, listening sessions, and ERGs like Spectrum (LGBTQIA+) and Connect (First Nations). Their EVP, “Together we reimagine the future”, was built based on employee insights.
How it creates belonging:
It’s not just talk - employee input drives flexible work, career development and inclusive leadership, making employees feel seen and supported.
Commonwealth Bank (CBA) – Amplifying Employee Voice Across Cultures
How they listen:
CBA runs inclusive listening programs and annual Inclusion@CommBank reports. They also collaborate with internal cultural groups to improve workplace inclusion and remove bias from systems.
How it creates belonging:
Employees from diverse cultural, disability and identity backgrounds are empowered to influence change and share their stories, making inclusion real and measurable.
