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Conducting a Diversity Audit
Connie Williams, Ph.D. - Business Assessment Specialist / Austin
Area TABPHE President
Marcus Jackson, M.S. Ed. - Director, Academic Planning and
Evaluation Department
Presented at the Texas Association of Black Personnel in Higher Education’s 41st Annual State ConferenceSan Antonio, Texas
March 6, 2015
What is a Diversity Audit?
“An evaluation based on qualitative
and quantitative information about
the status of diversity within an
organization.”
Why Conduct a Diversity Audit?
To examine equality, diversity, and
inclusion strategy, culture, systems and
procedures against a framework, in
order to identify which aspects are
working well, which are challenge areas,
and which areas need to be examined in
more detail.
Why Conduct a Diversity Audit?
To “establish the basis of specific
and practical equality, diversity and
inclusion action plans and
strategies.”
Other Possible Reasons to Conduct a Diversity Audit:
To determine the effectiveness of
diversity recruiting and retention
efforts
To measure the value of diversity
training
To survey employees about the
success of diversity initiatives
Benefits of a Diversity Audit
Diversity audits reveal existing gaps
between what is being done and what
the organization should do, in terms of
diversity.
Can be used as the basis for action
planning.
Diversity Audit Methodology
Decide on External or Internal Initial
Approach
Pros Pros
Experience/ Expertise
Institutional knowledge
Objectivity Invested
stakeholders
More timely Convenience
More resources Less expensive
Quality feedback Adaptability
There is also the option to combine both approaches
Diversity Audit Methodology
Establish a Clear Structure
Enables the auditor to assess with
consistency how different groups, different
units, and different locations experience the
same issue.
Helps establish the questions to ask in the
audit.
Possible Structures of Diversity Audit
MOSAIC Model (produced by business consultants Pearn Kandola)
Helps assess the effectiveness on equality,
diversity and inclusion issues including: How objectively the institution’s procedures are
followed
How skilled managers are perceived to be in managing
equality, diversity and inclusion
Has been rigorously tested
Can be used to develop an audit framework
Possible Structures of Diversity Audit
MOSAIC Model
Mission & Values
Objective and Fair Processes
Skilled Workforce
Active Flexibility
Individual Focus
Culture that Empowers
Possible Structures of Diversity Audit
Diversity Value Index (DVI)
Framework(produced by Diversity Executive, Human Capital Media)
Aims to assess the real impact of diversity on
institutional/ organizational transformation and business
outcomes.
A rigorous and transparent benchmarking initiative
designed to provide actionable intelligence that
institutions and organizations need to:
Establish strategy
Evaluate investments in diversity and inclusion
Garner support from stakeholders
Possible Structures of Diversity Audit
Diversity Value Index (DVI)
Framework
The DVI Framework model consists of 7 components, which work together to create
value through innovation and continuous improvement. The core elements work
through the outer components, pushing the institution toward diversity and inclusion
goals, while creating a solid and comprehensive framework for examining diversity.
Diversity Audit Methodology
Establish Criteria (i.e. Standards) for a
Diverse Organization
Possible Criteria for Diversity Audit
Support for diversity from top management
Managers held accountable for hiring, coaching and
promoting diverse employees
Diversity included in the organizational mission and/or
value statements
Diversity included in the organization’s planning process
Representation of diverse people in all levels of the
organization, the board, and in advertising/ publications
Human capital programs that aid in the recruitment,
support, and retention of a diverse workforce
Possible Criteria for Diversity Audit
Effective diversity training that is ongoing, required for all
levels of employees, and routinely updated and assessed
for effectiveness
Supplier diversity programs
Corporate social responsibility programs that contribute
resources to a range of causes that benefit diversity
groups of people
Evidence that the organization is inclusive (i.e. diversity
is connected to the main mission of the organization)
Diversity Audit Methodology
Consider the Institution’s Levels of Culture
Austin Community College
• 43,300 students• 10 major campuses• 140 teaching
locations• 83 instructional
depts.
• 541 full-time faculty• 1340 adjunct
faculty• 261
programs/awards
Diversity? Inclusion? Cultural Competence? Equity?
From autismrocksandrolls.blogspot.com
By Edvard Munch, courtesy of the WebMuseum
Diversity Audit as Conducted by ACC
Internal approach Created Black & Latino
Clearinghouse Information Gathering Template
Gathered information for ACC’s template
Gathered and analyzed other institutional resources – Qualitative and Quantitative
Evaluation methods – Identification of appropriate approaches
Meta-analysis and reporting
Created “Black & Latino Clearinghouse Information Gathering Template”• Purpose: To know what we already
have in place• Template for gathering information to
help us examine and evaluate the College
• Why Black and Latino? • Aligns with our SSI & AtD endeavors• Institutional data indicate that these are
the student populations most in need• As TABPHE, it’s our focus
• Can be a tool / resource for students
TYPE NAME DESCRIPTION
CONTACT PERSON
(Names, positions, etc.)
CONTACT INFORMATION
(Phone numbers, emails, websight links, etc.)
Personnel
Events & Activities
Resources
Services
TYPE NAME DESCRIPTION
CONTACT PERSON
(Names, positions, etc.)
CONTACT INFORMATION
(Phone numbers, emails, websight links, etc.)
Institutes
Other
Initiatives
Community Programs
Gathered and Analyzed Other Institutional Resources
ACC Mission and Vision
Achieving the Dream Longitudinal Tracking Report (2013)
Cultural Competence Workgroup Survey
CCWG 3-Year Plan/Strategies
SSI/Success Equity Quarterly Report
Community College Survey of Student Engagement (CCSSE)
Academic Master Plan for “Diversity & Inclusion”
Gathered and Analyzed Other Institutional Resources (cont.)
ACC’s College Access Programs efforts
Professional Development opportunities
Diversity in academic curricula
General Education Competencies and other Educational Outcomes
Undoing Racism Workshop - qualitative data from debriefing session
Focus group data
Institutional Fact Book
Instructional and Academic Support Units’ intensive program review templates
Institutional grants
Community partnerships
Evaluation Methods
Integrate all data into a broad, coherent picture Looking for:
consistently emerging themescontradictions (e.g. between perceptions and
experiencesdifferences between grades, employee
groups, functions, etc. Comparing information, cross checking
the validity of our conclusions.
Next Steps for ACC
1. Meta-analysis of institutional data
2. Identify areas of strength, weakness and
opportunity
3. Create a report for President and the
College
4. Meet with President to present
information
Next Steps for Austin Area TABPHE
Eventual Goal: Gather similar information from all institutions in our area and begin area-wide:
Consolidation of information to benefit all area institutions, including comparison of institutions’ information
Collaborative approach to addressing shared problems and challenges
Support for each other’s endeavors Sharing of best practices
Conducting Your Own Diversity Audit What’s appropriate for your institution?
Internal or External? Who should coordinate and conduct a diversity audit for optimum results?
What structure, model or framework? What are the most useful (combination of) tools to use?
What criteria will you establish to examine and evaluate the institution?
Determine information you need, and from whom What are your sources of qualitative & quantitative data? Who will you survey, interview or invite to focus groups?
How will you analyze/ evaluate the data?
What will be done with the information? How will it be used to support all stakeholders to further diversity in the
institution?
Question & Answer
Connie Williams, Ph.D. Business Assessment SpecialistPresident, Austin Area [email protected] 512-223-6002
Marcus W. Jackson, M.S. Ed.Director of Academic Planning and [email protected] 512-223-7635
Contact Us:
