Creating a baseline from which to measure and plan is the start of a successful diversity strategy.
Increasing the meaningful participation of women and other underrepresented groups requires careful and strategic planning. In general, this planning requires two key components:
- Collecting baseline data
- Developing goals and a strategic plan for meeting these goals.
The first step in increasing diverse participation is to gather data on the current state of affairs in your company.
In general, this involves
- collecting demographic data on relevant metrics in your company,
- comparing and contrasting these data with national and international benchmarks,
- conducting a climate analysis to collect experiential data about employee perceptions of the current environment.
Baseline data could be collected via surveys, over the phone or face to face. It is also important to address the more practical issues, such as:
- Whether or not to monitor and the reasons why
- The subject to be monitored
- The policy context
- Who is to collect the information, when, how and from whom
- How the data is to be stored; and how long it should be held for
- How the data is to be analysed – manually or by computer
- Who is responsible for reporting the findings of equality monitoring
- What format the reports should take and their purpose
- Training for staff to enable them to answer questions or queries.
Get to grips with the data. Do you have the right data to help you understand the diversity in your organisation? How do you monitor and measure the diversity levels in your agency?
Here are some experts who can help
Record your progress; whether it’s through a section in your annual report or speaking about it at your events.
Last updated 14/10/2016