EEDT Audit and Culture Survey
Organisation are unique, hence there is no standard process or “silver bullet” that can be followed for understanding, supporting and enhancing diversity across the board. It is essential to first uncover the complete scope of what’s happening in a particular organisation and then customise interventions to suit their specific need. TDCI therefore utilise EEDT Audits or Organisational Culture Assessments as a starting point for diversity, equity and inclusion related initiatives. The audit/cultural survey sheds light on what an organisation is doing well (best practice), the existing biases and barriers to diversity and inclusion; and the challenges or developmental areas. This analyses provides an in-depth understanding of the processes and dynamics that keep current patterns intact.
EEDT Audits involve integrated processes that examine the organisation’s strategic direction; operational functioning; state of compliance to legal requirements; diversity related climate and culture; risk factors; and diversity’s link to organisational performance (ROI). Such audits provide a comprehensive analysis of various areas of organisational functioning in order to identify the state of diversity, equity and inclusion in the organization. It involves the systematic review of demographic data on representation; an analysis of HR strategies, policies and systems related to practices such as recruitment, hiring, development, promotion and turnover; and in-depth explorations of the organisational culture and employees’ experience thereof.
Wherever your organisation is in its diversity and inclusion odyssey, diversity audits form an important, ongoing part in creating a culture of inclusion and working towards greater organisational effectiveness. It entails scientific methods such as desk top research, surveys, interviews focus groups, and collaboratives methodologies (such as Appreciative Inquiry or Open space technology). The audit should include both qualitative and quantitative data.
EEDT audits and diversity culture surveys are useful for a number of reasons:
A diversity and inclusion audit will provide a guide to what’s working well for your organisation and how to build on good practices, as well as identifying areas for improvement.
It highlights the unique context and factors that impact the make-up of an organisation’s Diversity Equity and Inclusion (DEI).
It presents the DEI as an integrated, customised and long term process / journey.
The audit provides a baseline of where your organisation is currently in its diversity and inclusion journey. The audit will assess where you are now in terms of your business and people strategy and will also benchmark you against your industry.
It provides valuable data for drafting or shaping an organisations diversity and inclusion strategy, policies and practices. It thus enables an evidence-based approach to developing diversity and inclusion plans.
It provides a dashboard indicating how past and present initiative have impacted the organisation’s DEI. It could also provide information about what the next step in their transformation journey should be.
The above dashboard serves as tracking mechanism to measure DEI success, in a tangible and intangible manner. This becomes important since investments in diversity interventions need to be justified. It thus becomes a tool through which top management’s critical buy-in can be attained.
Communication forms an integral part of the audit process. The communication plan before, during and after the audit will drive the audit results. It ensures open and frank participation, stresses the confidentially of responses, models transparency, and illustrate commitment that the information attained will be regarded as important and that action steps will accordingly be taken.