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What are the best ways to conduct a diversity audit in your organization?

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A diversity audit is a systematic way of assessing how your organization is performing in terms of diversity, equity, and inclusion (DEI). It can help you identify gaps, strengths, and opportunities to improve your culture, policies, and practices. A diversity audit can also support your staff development goals by enhancing your cultural competence and career development. Here are some of the best ways to conduct a diversity audit in your organization.

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1 Define your scope and objectives

Before you start your audit, you need to have a clear idea of what you want to achieve and what areas you want to focus on. For example, you may want to measure the representation, engagement, and satisfaction of different groups of employees, such as women, people of color, LGBTQ+ individuals, people with disabilities, etc. You may also want to examine how your organization's values, mission, and vision align with DEI principles. You should also set specific, measurable, achievable, relevant, and time-bound (SMART) goals for your audit and communicate them to your stakeholders.

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Dr Enya Doyle FRSA

The Harassment Doctor ??? Championing safety and accountability with companies committed to preventing harm ?
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If you have never done an inclusive culture audit before, the more all-encompassing the audit, the better. If you have done an inclusive culture audit before, what were the outcomes of that? Is this an opportunity to audit your progress in a particular area? Or perhaps an opportunity to audit your anti-harassment practice, for example.

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2 Collect and analyze data

The next step is to gather relevant data from various sources, such as surveys, interviews, focus groups, performance reviews, feedback forms, etc. You should use both quantitative and qualitative methods to capture the diversity of perspectives and experiences in your organization. You should also ensure that your data collection is ethical, confidential, and respectful of your participants' privacy and consent. You should analyze your data using appropriate tools and techniques, such as descriptive statistics, thematic analysis, benchmarking, etc. You should look for patterns, trends, gaps, and areas of improvement.

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Victoria Dale DEI

Helping HR Directors transform workplace culture using the power of DE&I to be thriving, safe and inclusive places to work | Inclusion Health Checks| Workshops | Data | HR Coaching and Mentoring| Guest Judge: WISE Awards
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As well as gathering data via focus groups, interviews, surveys etc you also need to review how inclusive your people policies and processes are to understand where the gaps are, areas for improvement and what’s working well.

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3 Report and share findings

Once you have analyzed your data, you should prepare a comprehensive report that summarizes your findings, highlights your strengths and weaknesses, and provides actionable recommendations. You should also include a clear roadmap for implementing your recommendations and monitoring your progress. You should share your report with your leadership team, staff, and other relevant stakeholders. You should also solicit feedback and suggestions from them and address any questions or concerns they may have.

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Edward Pittman, Ed.D.

Higher Education and Equity Consultant. Senior Associate Dean of the College (Emeritus, Vassar College); Writer.
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Transparency is important. It's critical to prepare your CEO, President, Leader, etc. for accepting the findings and addressing them openly. It can be disheartening when a leader is hesitant to share data and actively participate in the work.

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4 Implement and evaluate changes

The final step is to put your recommendations into action and evaluate their impact. You should assign roles and responsibilities to your team members and establish a timeline and budget for your changes. You should also communicate your changes to your staff and provide them with the necessary training, support, and resources. You should regularly review your changes and measure their outcomes using indicators such as retention, turnover, productivity, engagement, satisfaction, etc. You should also celebrate your successes and acknowledge your challenges.

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5 Update and repeat the process

A diversity audit is not a one-time event, but an ongoing process that requires continuous improvement. You should update your audit plan and objectives based on your evaluation results and feedback. You should also repeat the audit process periodically, such as annually or biannually, to monitor your progress and identify new areas of improvement. You should also keep abreast of the latest trends and best practices in DEI and incorporate them into your audit process.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Dr Enya Doyle FRSA

The Harassment Doctor ??? Championing safety and accountability with companies committed to preventing harm ?
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Having an external consultant carry out the audit is invaluable. Building a working relationship with them over the short term to build accountability and to throw about context-specific ideas is also worth doing. Internal audits can be effective, but it is definitely advantageous to get an outsider perspective. Audits are about so much more than compliance.

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What are the best ways to conduct a diversity audit in your organization?

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2

3

4

5

6

1 Define your scope and objectives

2 Collect and analyze data

3 Report and share findings

4 Implement and evaluate changes

5 Update and repeat the process

6 Here’s what else to consider

Staff Development

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What are the best ways to conduct a diversity audit in your organization?

1

2

3

4

5

6

1 Define your scope and objectives

2 Collect and analyze data

3 Report and share findings

4 Implement and evaluate changes

5 Update and repeat the process

6 Here’s what else to consider

Staff Development

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