Making Diversity Work: Auditing Your Workplace Diversity |
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Making Diversity Work: Auditing Your Workplace Diversity

Making Diversity Work: Auditing Your Workplace Diversity

Today’s workplace is diverse – different races, cultures, religions and backgrounds. And it’s not uncommon for employers to factor diversity at work in both their hiring schematic as well as their overall organizational and inclusion programs. Conducting periodic diversity audits will ensure that each of these goals is met.

A diversity audit should begin with ensuring that everyone – from upper management down – has a thorough understanding of laws governing diversity recruitment, including affirmative action planning and equal employment opportunity hiring. And for federal contractors and subcontractors, in particular, they should be fully cognizant and compliant with the mandates stipulated by the Office of Federal Contract Compliance Programs, otherwise known as the OFCCP, as it relates to diversity hiring and recruitment of minorities, veterans, women and persons with disabilities.

An audit team should be assigned and it’s best that this team be in place above and beyond the audit process. Employees from all areas of the business, including HR, upper management and general staff should be represented.

The role of the audit team is to flag any issue that may negatively impact the organization and can lead to discriminatory lawsuits or non–compliance of OFCCP regulations.

When looking for red flags in your diversity initiatives, focus on the following:

  1. Conflicts – are there instances – both minor and severe – where prejudices or hostile remarks have impacted the work environment or certain individuals;
  2. Complaints – do work–related complaints involve issues of discriminatory behavior;
  3. Turnover rates – are they high amongst certain employee segments or do they span the entire workforce; and
  4. Low morale – are their indicators where hostility amongst employees or programs being implemented by upper management discriminate, or do not foster inclusion of members of the organization as a whole.

These key areas can be assessed by informal observation, literally taking the time to walk around and get a hands–on feel for attitudes and the day–to–day work environment. You may also consider conducting informal discussions with different work groups within the organization. Or may also want to conduct a survey of your employees, asking how they feel about issues related to your diversity programs.

Post–audit, it is best to conduct periodic training sessions with managerial level staff to reinforce your diversity objectives and ensure that these are being met and implemented within the organization.

For more information on diversity recruiting and OFCCP regulations, visit us today at–articles/?category=making–diversity–work.