Equality diversity and inclusion (EDI) Audit form template
Value bundles that include this:
Our Equity, Diversity, and Inclusion (EDI) Audit Form Template assesses organisational practices, promoting transparency and progress in fostering an inclusive workplace culture.
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Why this form is necessary
The EDI (Equity, Diversity, and Inclusion) audit form serves as a structured tool for organisations to assess their practices and policies related to equity, diversity, and inclusion. It enables them to evaluate aspects such as recruitment, promotion, and workplace culture, identifying areas for improvement and ensuring alignment with EDI principles.
This form aims to promote transparency, accountability, and continuous improvement in fostering an inclusive and equitable work environment.
By conducting regular audits using this form, organisations can track progress, address disparities, and demonstrate their commitment to EDI values.
Compliance notes
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Equality Act 2010: Establishes legal obligations regarding equality, diversity, and inclusion in the workplace.
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Data Protection Act 2018 (incorporating GDPR): Mandates the handling of personal data in the EDI audit form in compliance with data protection principles.
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Human Rights Act 1998: Protects individuals' rights to equality and non-discrimination in the workplace.
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Public Sector Equality Duty (PSED): Applies to public sector organizations, requiring them to consider equality and diversity in their decision-making processes.
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Employment Contracts and Policies: Internal policies and contractual agreements may outline specific procedures and expectations regarding equity, diversity, and inclusion initiatives, including the use of audit forms.
Specifications
5 mins
485 words, 2 pages A4
1 November 2024
Equality diversity and inclusion (EDI) Audit
Organisation:
Date:
Auditor:
Scope of Audit: (e.g., hiring practices, promotions, pay equity, training, diversity & inclusion initiatives)
Section 1: Policies and Procedures
| Area | Question | Finding | Actionable Recommendations |
| Equal Opportunity Policy | Does the organization have a clearly defined and accessible Equal Opportunity Policy? | ||
| Anti-discrimination Policy | Does the organization have a clear Anti-discrimination Policy? | ||
| Recruitment and Selection | Are there documented and unbiased recruitment and selection procedures in place? | ||
| Training and Development | Are there equal opportunities for training and development for all employees? | ||
| Promotions and Career Progression | Are there clear and transparent criteria for promotions and career progression? | ||
| Diversity and Inclusion Initiatives | Does the organization have specific initiatives to promote diversity and inclusion? | ||
| Data Collection and Monitoring | Does the organization collect data on diversity and inclusion metrics? |
Section 2: Representation and Participation
| Area | Question | Finding | Actionable Recommendations |
| Workforce Composition | Does the workforce composition reflect the diversity of the community/customer base? | ||
| Management Representation | Are diverse groups adequately represented in management positions? | ||
| Employee Resource Groups (ERGs) | Do ERGs exist and are they actively supported by the organization? | ||
| Employee Engagement and Satisfaction | Do employees from all backgrounds feel engaged and satisfied with their work experience? |
Section 3: Pay and Benefits
| Area | Question | Finding | Actionable Recommendations |
|---|---|---|---|
| Pay Equity | Is there a gender pay gap or other pay disparities based on protected characteristics? | ||
| Benefits | Are benefits offered equally to all employees, regardless of background? |
Section 4: Communication and Feedback
| Area | Question | Finding | Actionable Recommendations |
|---|---|---|---|
| Internal Communication | Do internal communications materials reflect diversity and inclusion? | ||
| Grievance Procedures | Are there accessible and effective grievance procedures in place for reporting discrimination or harassment? | ||
| Employee Feedback | Does the organization regularly seek feedback from employees on EDI issues? |
Overall Recommendations:
Based on the findings of this audit, the following overall recommendations are made:
- [Recommendation 1]
- [Recommendation 2]
- [Recommendation 3]
Next Steps:
A plan will be developed to address the recommendations outlined in this audit. The plan will include timelines, responsible parties, and metrics for measuring progress.
Version: [1.0]
Issue date: [date]
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