To effect true cultural change an organisation needs to approach D&I work strategically.
Mix’s audit methodology is people-focused, agile and targeted: we don’t believe in compiling data for data’s sake!
Audit Process.
Every audit which we deliver is different, but our process broadly follows the same pattern:
Kick off meeting
Working collaboratively to establish which metrics we need to gather and why
Desk Review
Our team review all internal policies and documents which relate to D&I
Individual Direct Interviews
With key stakeholders from across the business
Focus Groups and Colleague Conversations
What is it like to work in your organisation? Do colleagues feel a sense of inclusion and belonging?
Employee Survey
An online survey of your people and culture through a D&I lens
External D&I Audit
An analysis of how your company looks externally to potential employees and investors versus two key competitors
Challenge Mapping Workshop
Reflecting on the gathered data, drawing out key themes that are priority areas for action
How do we benchmark?
We use an internationally recognised benchmarking tool which can be utilised by your own HR Team/D&I Lead annually.
This analyses 14 key areas, identifying whether the organisation is inactive / reactive / proactive / progressive or demonstrates Best Practice in each area.
We recommend this as a practical way to ensure that your Diversity & Inclusion initiatives deliver year on year.
Client Case Study: Britvic.
- Provided a Board Level Briefing to the Exec to give the latest insights into what’s working and not working in D&I strategy and implementation
- Wrote a bespoke audit process for Britvic to use annually to monitor progress. Set metrics
- Worked with the volunteer D&I champions to undertake a ‘barriers to inclusion audit’ and ‘challenge mapping’ workshop
- Supported the CPO to develop a D&I Strategy and new comms approach
- Provided guidance on governance of D&I resulting in a new framework of action groups to implement strategy and plan