Diversity & Inclusion Audit
PROSystematically analyze hiring, promotion, retention, and pay equity across demographic groups to identify disparities, uncover hidden biases, and measure the effectiveness of diversity initiatives with data-driven insights.
Example Usage
Conduct a comprehensive D&I audit for our company. We have 2,500 employees across 8 departments.
Here’s our demographic data summary:
- Gender: 62% male, 36% female, 2% non-binary
- Race/Ethnicity: 68% White, 12% Asian, 10% Hispanic/Latino, 7% Black, 3% other
- Age: 15% under 30, 55% 30-45, 25% 46-55, 5% over 55
Key areas of concern:
- Women represent only 18% of engineering leadership (director+)
- We’ve had 3 EEOC complaints in the past year
- Exit interviews show underrepresented groups cite “lack of advancement” more often
Analyze our current state, identify key disparities, and provide specific recommendations for each area (hiring, promotion, pay, retention).
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Suggested Customization
| Description | Default | Your Value |
|---|---|---|
| Demographic categories to analyze in the audit | gender, race/ethnicity, age, disability status | |
| Number of years to analyze for promotion rate calculations | 3 | |
| Years of tenure threshold for fair comparison in promotion analysis | 2 | |
| Legitimate business factors to control for in pay equity regression | years_experience, education_level, performance_rating | |
| P-value threshold for determining statistical significance | 0.05 | |
| Minimum employees in intersectional subgroup to report (privacy protection) | 5 |
Research Sources
This skill was built using research from these authoritative sources:
- Diversity Equity and Inclusion: A Quantitative Analysis of Fortune 100 Companies Empirical study showing diverse teams outperform non-diverse ones by 35% with correlation between DEI metrics and revenue growth
- Increasing Diversity in Canadian Radiology: Hiring to Retention Concrete recommendations for D&I audit across recruitment, hiring, retention phases
- Innovation from Diversity, Equity, Inclusion, and Belonging Research Implementable DEIB model grounded in Rawls's theory of justice with practical solutions
- Recent Trends in Faculty Promotion in U.S. Medical Schools Quantitative analysis of promotion disparities by race and gender with regression methodology
- Diversity Audit at Starbucks: Assessment of Workforce Case study demonstrating how audits pinpoint disparities and reveal hidden biases
- 25+ DEI Metrics and KPIs You Should Be Tracking Comprehensive guide to DEI KPIs including Diversity Index, Equity Ratio, Inclusion Score
- The Complete DEI Audit Guide for Workplace Inclusion Step-by-step framework covering representation gaps, recruitment, retention, advancement
- Aequitas: A Bias and Fairness Audit Toolkit Open-source toolkit for operationalizing bias metrics and fairness definitions
- How Workforce Demographic Data Analysis Helps Control the Story Technical guide to demographic data analysis including requisition-level analysis
- Recommendations for Recruitment and Retention of a Diverse Workforce Field report with specific recommendations for building diverse pipelines