TDCI’s integrated DEIB audit is a comprehensive evaluation of the client’s current scenario, desired state, the ‘hard’ organisational engineering and the ‘soft’ people and culture dimensions. The latter two component can be broken down into (1) strategic alignment and support, (2) policies and practices, and (3) supportive structures, systems and facilities, (4) the role and impact of leadership, (5) individual mindsets, attitudes and behaviour, and (6) the workplace culture. The audit assess how well the organizational ‘architecture’, as well as its people and culture dimensions support and promots diversity, equity, inclusion, and belonging among its employees.

 

The audit typically includes the following methods:

 

• Demographical Analysis of Employee: Collecting and analysing demographic data of the workforce, including race, gender, age, disability, and other relevant diversity factors.

• Policy and Practices Review: Evaluating HR policies, procedures, and practices for recruitment, promotion, compensation, harassment, discrimination, grievance handling and termination. Assessing the inclusivity of employee benefits and accommodations.

• Culture Assessment: Conducting surveys, interviews, and focus groups to understand employee perceptions and experiences regarding DEIB. Observing workplace interactions, meeting dynamics, and participation in decision-making processes. Evaluating internal communications for inclusive language and representation.

• Training and Development Review: Reviewing existing training programs for awareness and education on DEIB topics. Assessing the opportunities for professional development and career advancement, especially for underrepresented groups.

• Engagement and Belonging Measures: Measuring employee engagement and sense of belonging through surveys and interviews. Identifying any existing barriers to full participation and inclusion in the workplace.

• Reporting and Recommendations: Compiling findings into a detailed report. Highlighting strengths and areas for improvement. Providing actionable recommendations for enhancing DEIB in the organization. Creating a strategic action plan based on the audit findings. Involving diverse groups of employees in the development and implementation of this plan.

• Setting measurable goals and timelines. Implementing the action plan and establish mechanisms for progress evaluations, feedback, and continuous improvement.

 

A DEIB people and culture audit is not just a one-time assessment but an ongoing process that requires commitment from all levels of the organization. It's a powerful tool for driving meaningful change towards a more inclusive, equitable, and welcoming workplace.