DEI Checklist

Use the DEI (Diversity, Equity, and Inclusion) Checklist for ethical hiring practices, fair appraisals, and training staff for an inclusive workplace.

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DEI Checklist

DEI Checklist

Recruitment & Hiring

Employee Evaluations And Promotions

Pay

Flexible Work

Care And Health

Sexual Harassment

Accountability Mechanisms For Managers

Additional Strategies For Managers

13. Is it often reflected (e.g., quarterly) on questions such as: When were key business decisions made and who was present at those meetings? Were there any outside-of-work commitments that gave some employees an advantage over others? (i.e., face time at work happy hours or golf tournaments)

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Checklist by GoAudits.com – Please note that this checklist is intended as an example. We do not guarantee compliance with the laws applicable to your territory or industry. You should seek professional advice to determine how this checklist should be adapted to your workplace or jurisdiction.

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DEI Checklist

Use the DEI (Diversity, Equity, and Inclusion) Checklist for ethical hiring practices, fair appraisals, and training staff for an inclusive workplace.

1. Is bias removed from job descriptions?

2. Do all qualifications directly relate to the duties performed on the job?

3. Are sourcing networks expanded?

4. Is looking at diversity-oriented job groups, partnering with diversity organizations, and connecting with diversity-oriented groups at universities considered?

5. Are outreach programs developed with educational institutions beyond elite universities and ensure a more equitable focus on under-represented groups?

6. Is blind resume screening conducted? Does removing names enable reviewers to avoid potential bias?

7. Are objective hiring criteria defined?

8. Do the hiring teams get on the same page ahead of time to prevent unspoken or subjective criteria from appearing late in the evaluation stages?

9. Are diverse interview teams created, considering sought-after skills?

10. Are interview teams structured based on who could evaluate candidates objectively and who would make the candidate feel comfortable?

11. Are blind code reviews considered for technical applicants instead of "whiteboard interviews,"?

12. In blind code reviews, are all personal identifiers wiped from the candidate's assignment and evaluated against a standardized process, such as a checklist?

13. Is behavioral-based interviewing standardized based on the objective hiring criteria?

14. Are potential hires asked the same questions?

15. Is an interview script developed and used for each candidate for a job?

16. Are more pathways created for contractors, temps, and vendors to become full-time employees?

1. Is there a commitment to transparency in how candidates are leveled and promoted?

2. Is a uniform evaluation cycle used to review individuals' contributions to organizational goals?

3. Are managers given adequate time to do their evaluations?

4. Is employee performance assessed based on standard decisive factors, aptitude, and metrics consistent across other employees in similar job functions?

5. Are managers encouraged to maintain a regular (i.e., monthly or bi-monthly) performance log with clear, objective standards of what constitutes "doing one’s job" and "going beyond one’s job" for each subordinate?

6. Does an accountability mechanism help ensure that managers are completing performance logs?

7. Are managers and supervisors trained to provide concrete and objective feedback backed by facts from the performance log notes?

8. Are personal critiques and exaggerations avoided?

9. Is training provided to managers to counteract bias in performance reviews?

1. Is asking for previous salary history or having applicants name a salary avoided during the hiring process?

2. Are narrow pay bands created, considering that women are less likely to negotiate the first offer?

3. Is a robust pay equity process created, grounded in statistical analysis with annual reviews, including bonuses?

4. Are pay data and bonuses evaluated annually, controlling for observable factors, years of experience, education, etc.?

5. Are contract workers, temps, and vendors included as part of the pay equity goals and process?

6. Are managers provided with data indicating where they stand in terms of pay for individuals of different identities (i.e., gender, race/ethnicity), and market information on employment in the technology industry?

7. Are employees informed of the low, medium, and high pay ranges for particular roles?

8. Do employees understand why they are paid within the range, and are managers able to discuss with employees why they were at a certain pay range level?

9. Are employees empowered to ask for raises when they feel they deserve them?

10. Are formal remediation protocols implemented?

11. Is compensation, including bonuses and equity, across all roles and job categories, broken down by race and gender, published?

1. Is the appropriate flexible work policy identified by considering the workplace environment and the needs of employees?

1. Is paid parental leave and leave for caretaking provided?

2. Is it emphasized to support childcare and eldercare provisions to reduce care burdens, particularly those that often fall on women and put pressure on professional women?

3. Are health care benefits and options for insurance packages that cover the specific health needs of women, such as gynecology, maternal health, reproductive health, cancer screenings, and domestic violence treatment provided?

1. Is a sexual harassment policy included in the employee handbook, and are employees aware of it through training or refresher training?

2. Is a whistleblower policy enacted to protect employees who report activities they consider to be illegal or dishonest, ensuring confidentiality and protection against retaliation?

3. Is a transparent reporting process implemented involving third-party reporting systems and incorporating employee feedback to increase buy-in and trust?

4. Do multiple people receive reports from the transparent reporting process, not limited to those in HR, to improve accountability?

5. Is one of the individuals a board member?

6. Are staff trained on what constitutes sexual harassment, and is bystander training provided?

7. Are harassment and discrimination transparency reports published, including the number of claims over time, types of claims submitted, and actions taken in response to them?

8. Is a measurement system created that holds leaders accountable?

9. Is there an evaluation of the managers by adding questions related to sexual harassment to culture or engagement surveys?

1. Is a regular (i.e., monthly or bi-monthly) performance log maintained for each subordinate?

2. Are managers trained on the business case for diversity, equity, and inclusion?

3. Are managers trained on understanding how certain identities have more privilege and power than others, and how inequities can be perpetuated (oftentimes inadvertently) in the workplace?

4. Are managers trained on stereotypes and disrupting stereotypes in the workplace through growth mindsets (including those related to gender, race/ethnicity, sexual orientation, and other marginalized identities)?

5. Are managers trained on unconscious biases (including what they are, how they manifest, and how to tackle them)?

6. Are managers trained to address microaggressions and practicing allyship?

7. Are managers trained on how to support new parents returning to work, and how to work with employees taking advantage of flexible work policies?

8. Are managers trained to understand how one’s own actions send messages to employees (e.g., Do you take leave? When do you stop working and when are you sending emails?

9. Are you inviting people to out-of-work activities that unintentionally exclude a group, and if so how might you include those people in the same or different activities?)

10. Are managers trained to provide concrete and objective examples of feedback backed by performance log notes?

11. Are managers trained on understanding the language of equity fluent leaders – including terms to avoid and preferred terms?

1. Are diversity initiatives framed around the business case or facts relating to business imperative?

2. Are bias and feelings of exclusion made clear as universal?

3. Are pieces of training ensured not to be framed as attacking or preferential to a certain group?

4. Is tokenism avoided to prevent the inflation of bias towards minorities and the creation of division?

5. Are comments made on employees' work performance rather than their appearance?

6. Are women addressed, ensuring terms like sweetheart, honey, or dear are not used and sexist/racist jokes are not made?

7. Are women not talked over in meetings, and if someone does so, is it ensured that the woman has the opportunity to be heard?

8. Is it often reflected (e.g., quarterly) on questions such as: What was the gender, race, ethnicity, ability status, etc. composition of your internal teams?

9. Is it often reflected (e.g., quarterly) on questions such as: Who were you providing leadership options to?

10. Is it often reflected (e.g., quarterly) on questions such as: Who was leading internal meetings?

11. Is it often reflected (e.g., quarterly) on questions such as: Were all team members given opportunities to share their opinions (and not be interrupted)?

12. Is it often reflected (e.g., quarterly) on questions such as: Who were you providing travel, training, or speaking opportunities to; and were their needs understood and accounted for?

13. Is it often reflected (e.g., quarterly) on questions such as: When were key business decisions made and who was present at those meetings? Were there any outside-of-work commitments that gave some employees an advantage over others? (i.e., face time at work happy hours or golf tournaments)

14. Do professional development and career advancement opportunities (e.g., mentorship, training) meet the needs of, and are accessible to and used relatively equally by individuals from different identity groups?

15. Are formal and informal mentorship and sponsorship opportunities provided?

16. Are support/community groups (i.e. Employee Resource Groups) created?

17. Is there information on how women and individuals from underrepresented groups could join professional networks tailored for individuals of the same identity/ies in the tech sector?