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You cannot improve what you do not measure. This template gives HR teams and leadership a structured, honest way to assess the current state of diversity, equity, and inclusion in their organization.
Covers: workforce composition data collection and analysis, representation analysis by level and function, pay equity analysis by protected characteristic, assessment of inclusive hiring and promotion practices, manager accountability framework, and a time-bound action plan with measurable commitments. Designed to connect directly to the Diversity Metrics Dashboard.
FAQS
Q What does a DEI baseline audit involve?
Collecting and analyzing workforce data to understand current composition across key dimensions — gender, age, ethnicity, disability, and level. The data is assessed for representation gaps by level and function, pay equity differences by demographic, and the fairness of hiring and promotion practices. The template provides structure for the analysis even where data is incomplete or disclosure rates are low.
Q What is the difference between diversity, equity, and inclusion?
Diversity is who is in the organization — the demographic composition. Equity is whether people have equal access to opportunity and fair treatment regardless of background. Inclusion is whether people feel they belong and can contribute fully. You can have diverse hiring without equity in progression, and diversity and equity without inclusion. The audit covers all three because improving one without the others produces incomplete results.
Q Do we need complete diversity data to run this audit?
No. The template works with the data you have. Where disclosure rates are low (as is common for ethnicity and disability), the template identifies this as a data gap and includes guidance on how to improve voluntary disclosure over time, including the communication approach that most effectively increases disclosure rates without creating pressure.
Q How does this connect to the Diversity Metrics Dashboard?
The DEI Audit & Action Plan establishes the baseline and sets the direction; the Diversity Metrics Dashboard (sold separately as an Excel file) tracks progress over time. The Dashboard covers gender composition, representation by level, and promotion equity analysis — directly measuring the outcomes the Action Plan aims to improve.
You cannot improve what you do not measure. This template gives HR teams and leadership a structured, honest way to assess the current state of diversity, equity, and inclusion in their organization.
Covers: workforce composition data collection and analysis, representation analysis by level and function, pay equity analysis by protected characteristic, assessment of inclusive hiring and promotion practices, manager accountability framework, and a time-bound action plan with measurable commitments. Designed to connect directly to the Diversity Metrics Dashboard.
FAQS
Q What does a DEI baseline audit involve?
Collecting and analyzing workforce data to understand current composition across key dimensions — gender, age, ethnicity, disability, and level. The data is assessed for representation gaps by level and function, pay equity differences by demographic, and the fairness of hiring and promotion practices. The template provides structure for the analysis even where data is incomplete or disclosure rates are low.
Q What is the difference between diversity, equity, and inclusion?
Diversity is who is in the organization — the demographic composition. Equity is whether people have equal access to opportunity and fair treatment regardless of background. Inclusion is whether people feel they belong and can contribute fully. You can have diverse hiring without equity in progression, and diversity and equity without inclusion. The audit covers all three because improving one without the others produces incomplete results.
Q Do we need complete diversity data to run this audit?
No. The template works with the data you have. Where disclosure rates are low (as is common for ethnicity and disability), the template identifies this as a data gap and includes guidance on how to improve voluntary disclosure over time, including the communication approach that most effectively increases disclosure rates without creating pressure.
Q How does this connect to the Diversity Metrics Dashboard?
The DEI Audit & Action Plan establishes the baseline and sets the direction; the Diversity Metrics Dashboard (sold separately as an Excel file) tracks progress over time. The Dashboard covers gender composition, representation by level, and promotion equity analysis — directly measuring the outcomes the Action Plan aims to improve.
