Diversity Management Monthly Audit

Having a broad, diverse workforce is not only great for your company’s culture, but it can also result in a more profitable and productive company.

Financially-speaking, 35% of companies in the top quartile for racial and ethnic diversity earn above-average revenue in their industry. And when it comes to productivity, teams with equal gender diversity produce higher quality work than those without. Diversity (and inclusion), therefore, has benefits across the board.

However, diversity management isn’t always easy. HR teams can struggle to establish and manage diversity processes, initiatives, and procedures.

This diversity management monthly audit resolves those issues.

With sections specifically focusing on the aforementioned areas (hiring; data handling; training; interpersonal management), this monthly audit will help HR managers to manage and audit their diversity operations in a fun, fast, and faultless way.

This audit should be launched at the end of every month, as to not fall behind with HR diversity and inclusion measures.

The first step of the management audit is to add basic information such as your name, your email, and the date. The second step is to input the company diversity goals. Adding this information will prove helpful for the upcoming review tasks.

Add your basic details by writing information in the provided form fields.

By adding your information, others – such as a CHRO or CPO – will be able to see who in the HR team has completed this audit. This is a particularly useful step if there’s more than one HR manager in your team.

Audit reviewer information

Certain tasks in this diversity management internal audit need to be reviewed and approved by the relevant personnel. Fill in the details of these personnel in the form fields below.

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Input company diversity goals.

Note down any guidelines or goals your company has to bolster diversity. Knowing what the exact goals are will help you manage and review your diversity initiatives, processes, and procedures better.

As an HR manager, a large part of your role is to ensure that you’re recruiting the best possible candidates from a varied hiring pool.

This next section will guide you through the steps of ensuring you and your team are hiring diversely.

Record if your company is currently recruiting.

To have a diverse workforce, you must have a hiring process which lends itself to diversity. If your company is currently recruiting, the next steps will help you to manage the diversity-related aspects of the hiring process.

List the roles your company is currently recruiting for in the form fields.

If your company is actively looking to fill a large number of roles, add more text boxes by editing this template. By doing that, you can list all the roles you’re recruiting for, instead of a handful.

Write down where applications are coming from.

Write down where applications are coming from – e.g. online jobs boards or via a certain recruiter. By noting down the sources of job applications, you can see if your company is being diverse in where they hire from.

Examine if the sources of job applications align with diversity goals.

If a large majority of applications are coming from only one place, looking at other possible venues to recruit from is a great way to add diversity to the hiring process.

“Look for talent in unlikely or overlooked places. One of the founders I know posted job opportunities in daycare centers as a way to target people who had a lot to offer as well as to demonstrate she understood their circumstances and that she could accommodate them. At LiveOps, I found many of our best performing agents to be professional women who valued flexibility, and had been overlooked by traditional corporate America. Reach out to them where they are.” – Maynard Webb, How To Alter Your Hiring Practices To Increase Diversity

Having noted the application sources in task 8, now examine if the application sources align with your company’s diversity goals.

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Suggest other places where your company can recruit from in the provided text box.

Hiring from only one source could stunt your company’s efforts to hire diversely. Looking for candidates via multiple places will strengthen any diverse hiring campaign.

Searching for qualified candidates shouldn’t be an online-only venture. Campus recruitment fairs, for instance, are great ways to find young talent from diverse backgrounds.

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Confirm any and all reschedule requests have been fulfilled by answering the dropdown below.

Certain individuals may have duties they need to carry out during the interview slot that was initially given to them. For example, if an early morning interview was suggested to a parent or carer, a later interview could be a better option for them.

To ensure that you’re cooperating with a diverse pool of clients, ensure all the reschedule requests have been fulfilled (within reason).

Certify background checks have been completed for promising hires.

It’s important to hire from a diverse candidate pool. However, some jobs require potential employees to have or not have certain histories. For example, if a bank is looking to recruit employees, they’ll want their staff to have a satisfactory credit history.

Make sure the background checks for promising candidates have been completed by you or a fellow colleague.

For a free employee background check guide, use this easy-to-use checklist.

Looking at and using data is an integral part of diversity management and auditing. With this in mind, the next section will guide you through the process of handling and auditing diversity data properly.

Verify that diversity questions have been sent out to the new hire(s).

The best way to know whether your company is truly diverse or not is by using diversity surveys.

So that you can stay on top of diversity metrics, send out a diversity survey before new employees start. Use the Process Street diversity questions survey to gather diversity metrics in a fast, frictionless way.

Note when the last company-wide diversity survey went out using the form field below.

To keep tabs on the exact date a company-wide diversity survey was last sent out, add the date in the date and time form field.

Ensure changes to your company’s diversity statistics have been made.

If new hires have joined the team or if a new round of diversity questions have been sent out, update your company’s overall diversity statistics. By doing this – no matter if you’re using Microsoft Excel, Google Sheets, or HR software like Zenefits – it will help you to track and keep on top of diversity data.

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Acknowledge where company diversity goals are being met by adding relevant information in the text box.

Now that the data has been updated, it’s time to review the data.

Using the text box below, write down where diversity goals are successfully being met.

Review of diversity goals, in terms of whether they are being met or not, are tasks that need approval for the continuation of this audit.

Review where company diversity goals are not being met.

Perhaps there are diversity goals which aren’t being met yet, and could benefit from different or improved diversity initiatives.

In the text box, note where goals aren’t being met.

A fundamental part of diversity management is to ensure diversity and inclusion training programs are being deployed successfully.

The tasks featured in the following section will help you to manage and audit the training programs that you oversee.

List any current D&I training programs that have been implemented.

Training programs related to diversity (unconscious bias training, for example) are useful for companies wanting to become more diverse and inclusive. But in order to review training initiatives, you first need to document what training initiatives are in place. Do so by listing them below.

Edit this template and add additional short text boxes if you need more fields to note down the D&I training program names.

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Add the start and finish dates of training initiatives.

To help with their management, add the start and finish dates of the training programs.

With the help of variables, you can see the names of the training initiatives you wrote down earlier. Use the corresponding text boxes to add the dates.

If you added additional text fields in the previous task (20), make sure to add the new variables yourself by editing the template, adding a text field, and pressing the magic wand icon.

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Review the successfulness of the training programs by selecting an option from the dropdown.

If the training programs have been successful, you need to make sure they stay that way.

However, if the training programs have been unsuccessful, it’s important to consider ways they could be improved.

Explain why certain programs were successful in the corresponding text boxes.

If successes have occurred, it’s crucial to figure out why. The information can be useful when implementing future training programs. Write down the successes of the training programs in the text boxes below.

Review of training programs in terms of successes and areas required for improvement are tasks that require review and approval for the continuation of this audit.

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Jot down what improvements could be made to the training programs via the below text fields.

Training programs aren’t always optimal from the get-go. Using the text boxes below, jot down suggestions for improvements that could be made to the training programs. This is the first step in turning unsuccessful training programs into successful ones.

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One of the major responsibilities of the HR team is to manage employee complaints. Complete the tasks in this next section to make sure the complaints of your employees are acknowledged, tracked, and resolved.

Consider if there are any ongoing employee complaints by selecting an option from the dropdown below.

Work environments aren’t always harmonious; stress, miscommunication, and personal differences can result in tense situations.

If there are any complaints that have been lodged by employees at your company, they need to be dealt with.

There’s a Process Street template for the employee complaint procedure, which the HR team can then use to rectify the issue(s).

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Update the status of any ongoing complaints by writing about them in the text boxes provided.

By giving updates regarding ongoing issues, you and the rest of your team can keep tabs on any situations, and know the latest information regarding them.

Edit this template and add long text boxes if you need more fields to list the ongoing complaints.

Write down the next steps for handling ongoing complaints in the below text boxes.

Now that you’re reminded of the current timeline of any employee situations, it’s time to think about how to go forward with them. Use the text boxes below to write down the next steps you should take.

Some situations might not need any engagement from you. Leave the text box(es) blank if this is the case.

If additional text fields were added in the previous task (27), ensure you add the new variables yourself by editing the template, adding a text field, pressing the magic wand icon, and then adding a long text box to write next steps.

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Draft out an email to your employees letting them know you’re available should they need support.

As a manager – and particularly as an HR manager – you should try to provide the company’s employees with as much psychological safety as possible.

One method of doing this is by offering support to employees. No matter what topics they wish to discuss, telling them they’re welcome to discuss it with you will help feelings of psychological safety to develop.

The support email draft will need review and approval by the relevant personnel before it can be sent out.

Send out the email you wrote via the email widget.

By using variables, the draft you wrote has been pulled into the email widget below. If you want to change email addresses, the subject, or even the message itself, you can edit those by clicking the ‘edit this template’ button.

Once you’re happy with the message and who you’re targeting it to (either to the whole company or specific individuals), send it out.

The audit is almost complete. The final step will help you assess the current iteration of your company’s diversity goals, and whether or not changes should be made.

Contemplate the achievability of your company’s diversity goals.

After managing and auditing various diversity initiatives, processes, and procedures, it should become clear whether your company’s diversity goals are too hard to meet, too easy to meet, or if they’re well-balanced.

Write down your thoughts on the achievability of your current company’s diversity goals.

Assessment of goal achievability needs to be reviewed and approved by the relevant personnel for the completion of this audit.

• Vivian Hunt, Dennis Layton, Sara Prince – Why diversity matters
• Vivian Hunt, Dennis Layton, Sara Prince – Diversity Matters
• Donald Fan – Why Diversity, Equity, and Inclusion Struggle in Corporate America
• Heather Mueller – 4 Excellent Examples of Diverse and Inclusive Company Cultures
• Mason Stevenson – Diversity: HR’s Role
• Henry G. Jackson – Why HR Must Lead Diversity Efforts
• Maynard Webb – How To Alter Your Hiring Practices To Increase Diversity
• Changeboard – Diversity in the workplace – what’s the role of HR?
• Big Think Edge – 3 Ways to Introduce Diversity Training Programs to Your Organization
• Officevibe – Psychological Safety: The Key to High-Performing Teams
• Ryan Williams – 5 things you’re getting wrong in setting diversity goals

• Office Conflict Resolution Checklist
• Employee Discipline Checklist
• Employment Termination Checklist
• Performance Review Checklist
• Budget Preparation Checklist
• Employee Discipline Checklist
• Standup Meeting Checklist
• Creating an Invoice
• Daily Routine Checklist
• Holiday Leave Application
• General Employee Onboarding Checklist
• Call Center Employee Onboarding Checklist
• Retail Employee Onboarding Checklist
• Restaurant Employee Onboarding Checklist
• Developer Onboarding Checklist for Startups
• Salesperson Onboarding Checklist for Startups
• Records Disposal Checklist
• Office Safety Inspection Checklist
• Office Risk Assessment Checklist
• Diversity Questions Survey
• Diversity Hiring Process
• Employee Complaint Procedure
• Diversity Training Process
• Unconscious Bias Training Guide
• Diversity Initiatives Quarterly Improvement Process
• Code of Conduct Policy Adherence Process