Helping you on your DEI journey.
The role of organizational policies and systems is to establish a clear and consistent framework for how an organization operates and to support its goals and objectives. By providing guidance and structure, policies and systems help employees understand their roles and responsibilities and enable the organization to function effectively and efficiently.
Examining policies through a diversity, equity, and inclusion (DEI) lens is essential for creating an inclusive and equitable workplace where all employees can thrive and contribute to the organization's success.
The goal of policy & document review is to identify & remove barriers as part of a continuous organizational improvement process.
Discover the intention behind your written systems. Discover the interpretations and applications of your written systems.
Identifying Systemic Barriers
Organizations should examine their policies as part of a DEI (Diversity, Equity, and Inclusion) plan for several reasons:
- Addressing Systemic Barriers
Policies can create systemic barriers that prevent equity-seeking groups from fully participating and thriving within an organization. For example, a policy that requires a certain level of education or experience for a position may exclude qualified candidates from underrepresented communities. By examining policies through a DEI lens, organizations can identify and address these barriers.
- Ensuring Equity
Policies not designed with equity in mind can perpetuate inequalities within an organization. Examining policies can help ensure everyone has equal access to the organization's opportunities, resources, and benefits.
- Fostering a Culture of Inclusion
Policies set the tone for how an organization operates and what is valued. By examining policies through a DEI lens, organizations can ensure that their policies align with their values of inclusivity and respect for diversity.
- Attracting and Retaining Diverse Talent
Diverse candidates are more likely to be attracted to organizations with policies and practices aligning with their values and supporting their growth and development. Examining policies through a DEI lens can help organizations attract and retain diverse talent.
The following policies and systems should be reviewed by an organization as part of its DEI evaluation:
- Recruitment and Hiring Policies
- Compensation and Benefits Policies
- Training and Development Policies
- Harassment and Discrimination Policies
- Leadership and Governance Policies
Reviewing policies through a DEI (Diversity, Equity, and Inclusion) lens can benefit an organization in several ways:
- Attracting and Retaining Diverse Talent
- Improving Employee Morale and Engagement
- Enhancing the Organization's Reputation
- Reducing Legal and Financial Risks
- Improving Organizational Performance
By valuing and respecting diversity, equity, & inclusion, organizations can create a culture that fosters innovation, collaboration, and success.
Let us be part of your DEI success storyDiscover how our DEI advisory services can transform your organization. Contact us now.
Focus Groups & Interviews
Focus groups or interviews can assist an organization in uncovering the unwritten "rules" about how policies are applied within the organization, which may not be reflected in the written policies. By gathering feedback and insights from employees and stakeholders, organizations can better understand how their policies are being implemented and identify areas where improvements can be made. This can ultimately help to create a more transparent and equitable workplace culture.
An organization can use focus groups and interviews with process owners and managers/leaders as part of a policy review in several ways:
- Identify Barriers to Inclusion
Focus groups & interviews can help identify gaps or areas for improvement in current policies related to diversity, equity, and inclusion (DEI). Participants can share their experiences and provide feedback on policies that may not adequately address their needs or concerns.
- Assess New Policies
Focus groups & interviews can be used to test new DEI policies and practices before implementation. This can help ensure the policies are effective, acceptable, and inclusive.
- Gather Feedback on Policy
Focus groups & interviews can provide feedback on existing policies' interpretations, perceptions, and implementation. Participants can share their experiences and provide suggestions for better implementation of policies to be more effective and inclusive.
- Identify Unintended Consequences
Focus groups & interviews can help identify the unintended consequences of policies. Participants can share how policies have impacted them and identify unintended consequences that may need to be addressed.
- Foster Engagement and Buy-in
Focus groups & interviews can engage employees and other stakeholders in the policy review process, which can help build buy-in and support for DEI initiatives. Participants can provide policy input and feel they have a stake in the process.
Focus Groups & Interviews can be valuable tools for organizations to gather insights and feedback on policies related to DEI. By engaging diverse stakeholders in the policy review process, organizations can create more effective and inclusive policies that better meet the needs of their employees and stakeholders.
Several reasons make Focus Groups and Interviews useful for DEI (Diversity, Equity, and Inclusion) planning and reviews:
- Providing Diverse Perspectives
Focus Groups & Interviews can include individuals with diverse backgrounds and experiences, which can provide a range of perspectives on DEI issues. This can help identify gaps or areas for improvement in DEI policies and practices.
- Facilitating Open Dialogue
Focus Groups & Interviews can create a safe and open space for individuals to share their experiences, concerns, and ideas related to DEI. This can facilitate dialogue and help build trust among participants.
- Identifying Themes and Patterns
Focus groups & interviews can help identify common themes and patterns related to DEI issues, which can inform the development of targeted and effective DEI strategies.
- Gathering Qualitative Data
Focus groups & interviews can provide qualitative data on DEI issues, which can complement and enhance quantitative data. This can provide a more comprehensive and nuanced understanding of DEI challenges and opportunities.
- Engaging Stakeholders
Focus groups & interviews can engage stakeholders, including employees, customers, and community members, in the DEI process. This can help build buy-in and support for DEI initiatives.
CCDI Consulting supports both Legislated Employment Equity Program (LEEP) and Federal Contractors Program (FCP) employers.
The National Occupational Classification (NOC) system is used in Canada to classify different jobs. It helps collect and share information about jobs in Canada, such as planning careers, predicting job needs, and ensuring workplaces are fair for everyone.
Using our proprietary workplace data collection & analysis service, Diversity Meter, we can support organizations in collecting their data and shine a light on potential inclusion issues. This additional level of insight can help your organization create Employment Equity plans that will address the issues faced by your organization.
Working with your HRIS team and initial data collected, CCDI Consulting can help you create appropriately coded .txt files ready for upload to WEIMS. Also, you will be assisted in running preliminary workforce analysis reports to identify potential coding errors before uploading your data into WEIMS.
This considerable task can seem overwhelming to most organizations. Still, CCDI Consulting offers project management support and oversight to ensure the process runs smoothly and that all aspects of employment systems are reviewed.