Understanding your organisation’s diversity profile is the foundation of an inclusive and effective business. To ensure this, our experts work with you to undertake DEI audits and analysis, identifying your challenges and strengths. This allows us to propose powerful actions that will provide immediate changes, and then develop an ambitious, long-term culture transformation plan based on your available resources.
Want to address a specific issue rather than a full review? Then utilising a diagnostic report or staff consultations will gain new insights into the systemic or cultural barriers that hinder diversity.
An accreditation process such as our DDS programme will gauge whether your operating practices are fit for purpose. It will help drive sustainable culture change and future-proof your organisation for DEI best practice. Achieving each level of accreditation is also a badge of honor, demonstrating ongoing progress to staff and customers and delivering business benefits.
Diversity Audit
An in-depth review of your diversity and inclusion processes, procedures and culture
- Using a robust and comprehensive framework that can be tailored to your organisation’s needs
- Providing qualitative and quantitative insights
- Identifying your business challenges and areas of strength
Diversity Diagnostics
Applying a DEI review to address pre-identified challenges or barriers
- Carried out on a specific function or workstream within your organisation, for example, recruitment practices or talent management
- Combining data analysis with staff experiences to build a rounded view of the internal D&I landscape
- Emphasis on practical actions that can be taken to address challenges or barriers
Diversity Accreditation
(The Diversity Development Standard)
A comprehensive review and certified audit that is publicly recognised
- Demonstrating your commitment to diversity and inclusion internally and externally
- Independently validated by our expert consultant
- On-going reviews every 18 months – two years by our diversity specialists with updated recommendations
Whichever service you choose, you will receive a detailed report with practical recommendations, providing clear and measurable areas of focus.
Partner with us to review DEI best practice and identify action points to drive beneficial culture change
Get in touchAudit, Diagnostic or Accreditation FAQs
How do I know if my organization needs an audit, diagnostic report, or accreditation?
Determining whether your organization requires a diversity audit, diagnostic report, or accreditation depends on your specific needs and goals.
If you’re seeking a comprehensive understanding of your organization’s diversity and inclusion landscape, including its processes, procedures, and culture, a full diversity audit is the most suitable option. Conversely, if you’ve already identified specific diversity-related issues or barriers within a particular function or workstream, a diversity diagnostic report is more appropriate.
If your organization aims to demonstrate its commitment to diversity and inclusion through a publicly recognized certification and drive sustained cultural change, pursuing diversity accreditation is the best path.
If you’re still not sure which is the most appropriate solution, we can advise what is most suitable for your organization depending on your requirements.
When would a diagnostic report or staff consultation be more appropriate than a full DEI audit?
A diagnostic report or staff consultation is more appropriate than a full DEI audit when your organization has already identified specific diversity and inclusion challenges or barriers within a particular area. Instead of a broad, comprehensive review of the entire organization, these focused methods allow you to pinpoint and address pre-identified issues within a specific function or workstream, such as recruitment practices or talent management. This targeted approach combines data analysis with staff experiences, providing a rounded view of the internal DEI landscape and emphasizing practical, actionable steps to resolve those specific problems.
Is a full diversity audit better suited to large organizations than small businesses?
While a full diversity audit can be beneficial for any organization seeking a comprehensive understanding of its DEI landscape, it’s not exclusively better suited to large organizations. The scale of the audit can be tailored to the size and complexity of the business. For large organizations, a full audit allows for a thorough examination of diverse departments and processes, providing a wide-ranging view of their DEI culture. However, small businesses can also greatly benefit from a full audit, as it provides a foundational understanding of their diversity profile, allowing them to proactively address potential issues and build an inclusive culture from the outset. The key difference lies in the scope and depth of the audit, not necessarily the size of the company.
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