Mitchell Services partners with organisations to cultivate diverse, inclusive and well workplaces

www.mitchellservices.net.au

Diversity & Inclusion

Audit

Inclusive leadership can drive productivity, loyalty, engagement

and motivation.

Why conduct a Diversity & Inclusion Audit?

Successful workplaces leverage diversity to create a unified and inclusive culture. Developing a deeper understanding of workplace culture and cultural differences as it applies to individuals, teams, and leaders is critical to understanding the ‘as is’ picture.

High-performing organisations recognise that the aim of diversity is not solely measuring diversity; but cultivating inclusive leadership and inclusive organisational cultures 1.

This requires organisations to examine how leaders embrace new ideas, accommodate different styles of thinking, how the organisation and leaders create a more flexible work environment, whether the organisational processes enable people to connect and collaborate, and the leadership shadows different leaders cast across the organisational culture.

The Diversity & Inclusion Audit provides a broad quantitative and qualitative understanding of diversity issues, inclusive culture, short-term & long-term opportunities.

Contact leith@mitchellservices to book a Diversity & Inclusion Audit for your organisation.

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1. Deloitte (2014). From diversity to inclusion- move from compliance to diversity as a business strategy

Audit Methodology

The Diversity & Inclusion Audit provides a broad quantitative and qualitative understanding of diversity issues, inclusive culture, short-term & long-term opportunities. The audit provides a recommendations report enabling organisations to embed the Diversity & Inclusion business case with the overall business strategic vision.

• Quantitative data

– Diversity, environmental & policy scan

– Benchmarking for relevant industry group as well as cross industry benchmarking in Australia

• Quantitative data

– Focus groups of key influencers across the organisation to understand the lived experience of diversity & inclusion. This can be scaled up or down depending on requirements.

A broad range of diversity of participants (roles, tenure, age, gender) are invited to participate.

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Figure 1: Diversity & Inclusion Audit

Quantitative review

1. Desktop review

(diversity data,

procedures &

policy)

2. Benchmarking

data

Qualitative review

1. 1:1 interviews with

key stakeholders-

30-45 min

2. Focus groups with

max 20

participants per

group- 1 hr

CULTURE

• creations of values, symbols, images and

understanding that defines the

organisation and what is valued

INTERPERSONAL

• how women & men relate to

each other

• how women and women relate

to each other

• how men and men relate to

each other

STRUCTURE

• the spatial and temporal

arrangements of work

• the rules prescribing

workplace behaviour

• the relations linking

workplaces to living places

Diversity & Inclusion Audit Recommendations

Few employers are taking a strategic whole-of-enterprise approach to Diversity & Inclusion. Mitchell Services consulting framework leverages Structural, Cultural, Interpersonal & Personal dimensions (SCIP) to address diversity & inclusion interventions. The audit is conducted against each dimension.

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Figure 2: Mitchell Services SCIP framework

PERSONAL

• the doing of masculinity and

femininity

• how socialisation can impact

individuals careers and ambitions