Recruiters focus on more than just hiring—but we can’t deny that it is a key…
When was the last time you conducted a diversity audit at your company? Chances are, you’re due for another one. After all, achieving diversity in the workplace isn’t a simple box to check. Instead, it’s a proactive decision you make again and again. Keep reading to learn why diversity audits are important, how you can conduct one, and the ways modern recruitment technology can assist in achieving diversity goals.
What Is A Diversity Audit?
A diversity audit is roughly what you’d guess it to be: an audit of your organization focused specifically on measuring diversity. It’s important to remember that a diversity audit is more than just a look at the numbers. It’s a thorough review of data, policies, processes, and the current culture within your organization.
How To Complete A Diversity Audit
While the definition of a diversity audit is fairly self-explanatory, the process of completing one is a little less straightforward. And that’s because no two companies are going to complete a diversity audit the same way—and nor should they. That said, while we can’t tell you the exact steps you should take, we can offer a few key considerations:
- Take a look at industry benchmarks for diversity. These will be useful for understanding how your own numbers stack up.
- Conduct an anonymous survey that collects key demographic information about your workforce including: race, age, sexual orientation, and gender.
- In addition to collecting numbers, you should also aim to collect opinions in your survey. That way employees can share qualitatively how they feel about the culture. To quantify these types of questions, you can use agree/disagree models.
- You’ll also want to think about what you’ll do at the conclusion of your diversity audit. How will you communicate the results and next steps?
Depending on your team’s budget and bandwidth, you might consider outsourcing the diversity audit to an external partner.
The Benefits Of An Audit
So why does running a diversity audit matter? Completing an audit of your organization is crucial for setting and achieving diversity goals. If your organization isn’t already setting diversity goals, now’s the time to start. And the first step in that process is to complete a diversity audit—so you’re already on the right path. Remember, diversity goals should be realistic but not complacent. If you have big goals, consider breaking them up into realistic milestones so you can continually make progress.
How Modern Tech Can Help Increase Diversity In The Workplace
Modern technology can aid in not just completing an audit but also in filling the gaps you may have uncovered from your audit. Many modern tools and HR software options can help you minimize bias as well as reach a wider, more diverse audience. These include:
- Conversational AI platforms and AI-driven recruitment software. Similarly, AI software and certain chatbots can filter through data without being biased by factors like age, race, gender, or location.
- Programmatic recruitment software, like pandoIQ. Increase the number of job boards and avenues you are exploring for qualified candidates—without having to make those decisions.
Running a diversity audit is an important first step in building diversity in the workforce and an inclusive workplace. Once you’ve established your current baseline, you can continue to measure how the numbers change. With awareness and accountability, you’ll be on the right track toward a more diverse and inclusive organization.