Our Diversity Audit & Assessment for companies is an important building block for clarifying questions like these: Where do we stand as a company in terms of D&I – and where is there open potential? How inclusive is our team culture? And how do marginalized colleagues really feel? This is where a Diversity & Inclusion survey comes in: the data will tell us a lot.
Diversity Audit & Assessment for a sustainable D&I strategy.
Targeted and strategic
We design the analyses qualitatively, quantitatively or in combination. My team and I support you – data-based and focused on the people in your organization. We also use global standards such as the Diversity & Inclusion ISO Standard 30415. To push the right buttons strategically, you need to understand your starting position. We support you in this.
Diversity Audit & Assessment: Frequently asked questions about data
What do we actually mean by diversity data?
Diversity data is any information that helps you understand who works in your organization and how people experience it – for example, in the area of discrimination.
This typically includes representation data (for example, gender across hierarchy levels), patterns in hiring, promotions and turnover, and employee feedback on inclusion, discrimination and equity. We support you in defining exactly the data points that are relevant and realistic for your context.
Why is diversity data so important?
Without data, all assumptions remain anecdotal. Data helps you to make gaps visible, track progress and make informed decisions. At the same time, it is becoming increasingly important in the context of ESG and CSRD because companies increasingly need to report in a structured way. Our job is to turn raw data into clear, usable insights that actually inform your strategy.
What data should we start with?
Most organizations start with a small, focused set of metrics: Gender distribution (overall and in leadership), nationality, figures on hiring, promotions and turnover as well as basic employee feedback, for example via surveys.
You can build on this step by step. With a special audit, we help you to find a sensible starting point and collect the data that will provide you with even deeper insights.
What do we have to consider legally when collecting diversity data?
This is a key issue for us in Europe in particular. Certain data, such as ethnic origin, religion or sexual orientation, is considered particularly sensitive and is strictly regulated by the GDPR – for good, historically explainable reasons.
You need a clear purpose, voluntary participation and high standards of data protection for your data collection. We will be happy to advise you.
How do we translate the results of the D&I audit into concrete measures?
Having data is one thing. Knowing what you do with it is another. In addition, a survey is always an internal promise to take care of the issues – for example, to develop targeted anti-discrimination measures. We support you in developing clear recommendations from the data and integrating them into your DEI strategy.
“Floria helped us understand where we are and how to structure our future work at scoutbee. The workshop she then did aligned us and created a strong foundation. Thank you!”
Michael Lindqvist, Director of Engineering at scout bee
Where do you need data from a D&I survey?
HR & Recruiting
Inclusive hiring is an important part of your D&I strategy. We work with you to analyze where hidden potential lies, look at your HR processes and uncover hidden biases together. For more diversity in your teams and a culture that is more appreciative, open and inclusive. Across the entire employee life cycle, e.g. with ISO 30415.
Inclusion & belonging
With an inclusion survey, we zoom deeper into your team and leadership culture, your team structure and your processes in order to lay the foundation for more inclusive cooperation and equal opportunities. We link them with representation data to better recognize patterns.
Are you planning a D&I survey?
Send me an e-mail with a brief outline of your request. In the next step, we will arrange a non-binding consultation. I will tell you more about the Diversity Audit & Assessment. Together we will consider what is possible.
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