Diversity and Inclusion

by Gamiel Yafai

Embedding diversity and inclusion

If you are going to reap all the benefits that accrue from a truly diverse and inclusive culture, you need to be proactive and make sure that these are embedded throughout the organisation.

Identify where you are in terms of the diversity agenda by completing a diversity audit. The audit is not just about legislation and making sure you are legally compliant; it also helps you identify and measure existing good practice.

Elements of a diversity audit

Your diversity audit should cover the following elements.

Leadership and corporate commitment

  • Is there evidence that there is commitment to the equality and diversity agenda from the senior managers within the company?
  • Do the Mission and Values Statements make reference to equality? Is there space to grow ethically?

Policy development

  • Does the company have an equal opportunity policy or equivalent in place?
  • Is the equal opportunities policy legally compliant and does it cover all nine strands of the equality agenda?
  • Sex
  • Religion and belief
  • Age
  • Disability
  • Race
  • Sexual orientation
  • Civil partnership and marriage
  • Gender reassignment
  • Pregnancy and maternity.


  • How are your staff informed about the diversity and inclusion agenda?
  • Is there an opportunity within the company for feedback, allowing concerns about diversity issues to be discussed?

Recruitment, retention and progression

  • Have staff responsible for internal recruitment received training on equality legislation and diversity? If not, is this programmed in for the future?
  • When placing adverts for job positions, does your organisation state that you are an equal opportunities employer (where appropriate)?
  • Do you consider highlighting diversity and inclusion in marketing and advertising, where appropriate?

Training and development

  • Does your induction programme cover diversity and inclusion policy?
  • Does your organisation have an appropriate training programme in place to inform staff about the diversity and inclusion agenda? This should include employees’ responsibility in eliminating discrimination in the workplace.

Monitoring the equality and diversity agenda

  • Does your organisation monitor recruitment at each stage of the recruitment process?