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What is Diversity Audit?

How will a Diversity Audit help you to create a diverse and inclusive workforce?

Auditing is a common process to understand the effectiveness of a strategy, and All strategy is designed to accomplish goals, a typical diversity and inclusion strategy process would go through planning, execution, and measuring. In this article, you will learn about everything on Diversity and Inclusion Audit.

What is Diversity Audit?

A Diversity Audit helps you to generate a real and unbiased look at the equity, diversity, and inclusion conditions of your workforce. A diversity Audit is important because it provides you with important information to improve your future actions to create a diverse workplace. The audit provides a holistic view of your progress, as well as opportunities. A Diversity Audit may include diversity diagnostics surveys, equality impact assessments, bespoke diversity research, gender pay gap analysis, and supplier diversity audits.

If you don’t need help to perform a diversity and inclusion audit, you may consult a diversity consulting firm or diversity specialists to help. If you want to do it in house, you can also leverage diversity and inclusion technology to help you to manage your diversity programs.

Why is Diversity Audit Important?

There are many benefits of a Diversity Audit.

Inspire your team to be creative

An audit process of your EDI (Equity, Diversity, Inclusion) will inspire your team’s creativity throughout the process. From designing the audit to data collection, and to interpreting the data and result, it will not only inspire, but education your team on more about the culture of your organization.

Improve the employee satisfaction

The simple act of starting a diversity audit alone can help with employee satisfaction of your organization. Even just knowing that the senior leadership cares enough to kick off such process means a lot to the employees alone. This improves the retention of existing staff and attracts individuals that value working for a diverse organisation, widening your talent pool.

Inform about Divesity and Inclusion opportunities

The main benefit of a diversity audit is to provide a fact-checked, unbiased report on how well (or bad) an organization is doing in terms of diversity objectives. An audit provides different views from different diverse groups of employees on how well things are really doing, or not.

An diversity audit may be more important than it looks, simply because the scope of diversity is so big, there are many different types of diversity.

For example, a white male executive may consider things going well because he doesn’t feel or encounter any issues with the company policies, however a single mother parent or a person with vision disability may feel and see things differently. A diversity audit would provide a fair and maybe anonymous view of the minorities.

Another example would be an audit of supplier diversity, the supply chain leadership may honestly believe that they have a diverse supply chain process, but an audit with the suppliers can provide insights and diverse views of how the process really is.

What is the Scope of Diversity Audit?

It is a dedicated process to plan and implement a diversity audit. There are four areas that any diversity audit should follow:


Data collection is a focus of qualitative and quantitative data. A typical Diversity survey may collect data from staff, leaders, external audiences like suppliers, or even customers.

Diversity Policy Audit

Most diversity responsible companies do already have some diversity policies inhouse. These should be used to direct and reflect a diverse and inclusive company culture and drive inclusive leadership within all levels of management.

Diversity Process Audit

Diversity audits on EDI processes may include the process of setting up Employee Support Groups or Minority Support Groups. For example, it is a great initiative to create support groups for gender, BIPOC, indigenous staff, however, if the employees do not trust or believe in the process, it won’t work. A Diversity process audit will provide information and honest reviews of such processes.


Cultural diversity audit will help the organization to get a good baseline on cultural diversity statistics and process review.

How to start a Diversity Audit?

First, you will need to assemble a team to lead the diversity audit for your organization. The audit team should consist of leaders and staff from all areas including HR, business, operations, senior to middle management and staff.

Second, the audit team will determine on the scope and approach to collect and assess the culture and process.

Third, executive the process and collect data.

Diversity Audit Tool examples

There are many tools in a diversity audit, examples of such tools and activities include diversity diagnostics, equality impact assessments, bespoke diversity research, gender pay gap analysis, and supplier diversity audits. Below are some examples of FREE DIVERSITY AUDIT TOOLS

Diversity and Inclusion Press Release Amplification Service

Our Diversity and Inclusion Press Release Amplification Service will distribute and amplify your press releases or diversity celebrations with 50,000+ diversity-valued stakeholders around the world. 70% in the United States, 15% in the UK, and 10% in Canada, and 5% in Australia.


About the author

Jess Man

Jessica is the Editor-in-Chief and Senior Diversity Advisor at Diversity Social. Jessica has over 10 years of working with and advising employers to be more diverse and create an inclusive working environment.
Jessica's experience spans private and non-profit sectors in multiple industries.
Jessica's expertise experience is beyond Diversity & Inclusion, she is also a certified professional IT recruiter in Data & Analytics, Database administration, Artificial Intelligence area.