DEI Survey

A diversity audit (also known as a DEI audit) can consist of a DEI survey as well as interviews and observations. A DEI audit may focus on both employees’ own experiences of inclusion in different work situations, as well as their own independent evaluations of their ability to account for D&I in their daily work.
A DEI audit gives an insight into a work environment that will usually result in the proposal of DEI specific services, such as DEI training, DEI consulting, DEI speakers, etc.

A DEI survey gives you a clearer picture of your organisation’s diversity composition as well as your employees’ experiences of inclusion. Includia provides a diversity survey to help organisations get a detailed picture of the current state of DE&I in their organisation. Our DEI survey provides data to identify the main strengths and challenges within an organisation, and functions as a sound foundation for designing action plans for DEIB initiatives. Specifically, this means helping develop strategies that will foster allyship, a sense of belonging, and an inclusive culture within a working community, therefore enabling teams to work better.

The scope and focus of our DEI survey and audit are based on the needs and the size of the organisation. A diversity survey and audit typically involve the following steps:

1. Establishing the purpose of the audit and assembling the audit team.

2. Gathering and reviewing existing policies, procedures, and existing data related to diversity, equity and inclusion.

3. Conducting a survey to collect data about the current situation in the organisation regarding the perceived equity and inclusive culture.

And / or Interviewing managers, employees, and other internal stakeholders to assess the organisation’s situation.

4. Analysing the data to identify any gaps, challenges, and risks.

5. Developing action plans to address any identified issues.

6. Monitoring implementation of the action plans.

Also, the best practices for DEI survey and audits include:

1. Ensure audit team members have the necessary skills and experience to accurately assess the organisation’s DEI initiatives.

2. Be transparent about the survey and audit process and its scope and purpose.

3. Make sure to collect input from all stakeholders, including employees, customers, and the community.

4. Create an action plan that is tailored to the organisation’s specific needs and goals.

5. Establish a process for monitoring and evaluating progress.

Examples of a diversity audits include:

1. A review of the organisation's recruitment and retention practices to ensure that all individuals are treated fairly and equitably.

2. An examination of the organisation's policies and procedures to identify any potential bias against certain groups or individuals.

3. An evaluation of the organisation's leadership structure to ensure that all employees have equal access to opportunities.

4. An analysis of the organisation's internal communications to ensure that all voices are heard.

5. A review of the organisation's culture and environment to identify any potential barriers to inclusion.

The benefits of a diversity survey (also known as a DEI survey) include gaining insight into the current state of diversity in an organisation, understanding how employees and customers perceive diversity equity and inclusion, identifying areas for improvement, and creating an action plan for achieving greater diversity and inclusion in the workplace. Additionally, a diversity survey can help to create a more equitable and inclusive work environment, foster greater collaboration among employees, improve morale, allyship, and contribute to a sense of belonging that promotes stronger relationships with customers.