Our DE&I Maturity Model measures an organization's DE&I maturity across five strategic dimensions: risk management, awareness, talent integration, operations integration and market integration. This typically includes a metrics check that details overall representation, segmentation of representation, promotions, and voluntary and involuntary exits. It also provides data and insights from surveys, focus groups, and interviews regarding employee experience, perceptions of inequity or equity by demographic, and whether any procedures and policies perpetuate exclusion both within a company as well as its community of stakeholders.
If you’ve signed on for an audit, however, don’t pat yourself on the back just yet. Our experts say that audits can be challenging to conduct effectively when those who might benefit from the status quo within an organization hamper the delivery of accurate information. “Some people forget that the essence of inclusion applies to all—it’s a win-win,” says Falayi. He advises leaders to properly articulate this positive value proposition to all within an organization before an audit begins.
On the flip side, experts say a company might be incredibly diverse and keen to run an audit only to discover during the process that it has good behavioral inclusion but not structural inclusion—meaning, for example, that the workforce is diverse but there are no people systems to support their upward growth and advancement. “Whenever a company’s people systems are immature, everyone suffers, but minorities suffer more,” says Tapia.
Tapia posits that if you’re a strategic leader, you know that DE&I is going to give you a competitive advantage and be your differentiator to both employees and customers alike. “If you’re serious about being more diverse and inclusive and you’re not there yet, an equity audit will tell you why you’re not there—and how to get there.”
To find out how we can help you build a more diverse, equitable, and inclusive organization, contact one of our experts today.