Lifestagetalent diagnostic & equity audits
Best Practices in talent diagnostic & equity audits
Regular HR reviews and equity audits to determine strengths and gaps across all stages of the talent lifecycle ensure your systems are effective, compliant, and equitable.
Quantitative and qualitative data should be reviewed in a systematic way to illuminate trends across organizational talent practices. And while the results matter, the process is just as important: include a diverse group of stakeholders in every step to ensure buy-in.
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1
Decide which diagnostics and audits to deploy
Based on what you want to learn, there are a number of available tools. For example, use a general diagnostic tool for a high-level examination of your identified talent practice; use a compensation pay equity audit tool for compensation practices, etc. While internal audits are possible, many organizations engage an external, third party consultant to lead this process, particularly to support inclusive—and frank—stakeholder engagement.
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Using tools or collaborating with third-party partners that include rubrics and guidance for assessing equitable practices is essential for organizations committed to fairness and inclusivity. By employing these tools, organizations can more accurately diagnose issues and determine how to best foster a more equitable environment.
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Step
2
Develop a Clear Communication Strategy
Begin by determining how you will share information with various stakeholders before, during, and after the audit. Identify the preferred and most effective communication method for each stakeholder after learning their needs, and then establish a cadence that includes regular updates and touchpoints to keep stakeholders informed through each step of the process. This might include preview conversations, 1:1 meetings, occasional group meetings, or utilizing established communication channels.
DEIA Callout
Inclusive communication leverages multiple modalities to ensure information is communicated to stakeholders in a method that is accessible for everyone’s respective needs and preferences. These methods might include email announcements, open office hours, and staff meeting reminders; each of these modalities can ensure everyone receives the information they need in their preferred format.
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Step
3
Engage Stakeholders
A strong talent diagnostic or equity audit requires active participation from the entire organization. To ensure everyone’s voice is heard, a multi-pronged approach is recommended. To engage stakeholders from different roles, you might conduct interviews and focus groups to gather valuable data and encourage richer content. Keeping stakeholders engaged fosters a collaborative environment where everyone can share their input. Effectively engaging stakeholders helps facilitate a well-rounded talent management pipeline as stakeholder participation is crucial for informed decision-making.
DEIA Callout
It is critical to engage stakeholders by prioritizing honesty and transparency, while also affirming the experiences of staff members. Be sure to acknowledge organizational challenges and validate employee experiences by building trust, especially if past practices haven’t been inclusive. Always consult legal sources to ensure what data shared with stakeholders complies with regulations.
EdFuel can design talent diagnostic & equity audits systems and processes for you.