Diversity audit
All our training and consultancy starts with a consultation – finding out about the organisation, the issues, the state-of-play on equality and diversity.
None of our work is ‘off-the-shelf’, so all programmes need some sort of information gathering before they start to make sure they are practical and useful.
Sometimes the audit is a handful of interviews with a few key managers, and sometimes a more in-depth look at staff experiences and policies, clients’ experiences and specific projects.
Sometimes the audit is more in-depth. It is a mix of interviews, focus groups, policy scrutiny and a detailed analysis of organisational culture and the potential points of structural discrimination.
We offer three levels of audit:
1 Two days
Interviews with senior managers and a small sample of staff, scrutiny of three key policies and management processes; consultation on the design of training programmes.
2 Five days
Interviews with senior managers and selected staff one-to-one and in groups, scrutiny of HR policies and management processes, and a 2-page report plus action plan.
3 Ten days
Interviews with senior managers, board members, staff, unions/staff representatives, users and other stakeholders; review of HR policies and management and user-facing processes; a full report on the state-of-play on diversity and equality plus an action plan.
A recent audit was conducted over seven days. It consisted of interviews with senior managers and a cross-section of staff; an equality analysis of line-management processes, HR policies and procedures and data analysis. The outcomes of the audit were summarised in a report and detailed diversity action plan which covered leadership, line-management, staff support and professional development.
Recent clients include:
CPRE – the Countryside Charity, Sussex Wildlife Trust, Action Against Medical Accidents, Professional Standards Authority, Plumpton land-based College.