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Equality, diversity and inclusion policy and practice
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Benchmarking - HR Metrics
All items: Equality, diversity and inclusion policy and practice
Key benchmarks
On which areas will your organisation’s equality, diversity and inclusion initiatives focus over the coming 12 months?
What specific equality, diversity and inclusion initiatives is your organisation currently undertaking or planning to undertake over the coming 12 months?
What is your organisation's approach to removing/hiding demographic information from job applications that could lead to bias (sometimes referred to as "blind recruitment")?
What specific actions does your organisation currently take (or plan to take in the next 12 months) to boost equality, diversity and inclusion in its recruitment processes?
Does your organisation have an equality, diversity and inclusion strategy in place?
Current Questions
How would you rate your organisation's recruitment and selection practices in terms of making a positive contribution to the organisation's diversity and inclusion agenda/strategy?
What specific actions does your organisation currently take (or plan to take in the next 12 months) to boost diversity and inclusion in candidate-attraction and selection processes?
How effective has HR technology been in meeting your organisation's needs regarding diversity and inclusion?
Who is responsible for diversity and inclusion at your organisation?
What has been the single most effective diversity and inclusion initiative undertaken by your organisation, and why?
What follow-on activities to ensure that the learnings from unconscious bias training are acted on and embedded does your organisation currently or plan to run?
Overall, how would you rate your organisation's effectiveness in terms of achieving its diversity and inclusion objectives?
Has your organisation faced any barriers to collecting data on the composition of the workforce in terms of the representation of specific characteristics?
On which specific characteristics does your organisation gather data in relation to the composition of the workforce?
Does your organisation gather data on the composition of the workforce in terms of the representation of specific characteristics?
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