Assessing diversity and inclusion in your organisation - Promoting Diversity in the EU in 2024

Diversity is good for staff and for business. Staff feel welcome and valued and companies become more inclusive and can tap into a wider talent pool and boost innovation.

How well does your organisation manage diversity? Here is a chance to find out. Are you actively creating a welcoming environment for all your employees and respecting their differences? Do you promote workplace diversity in recruitment and career progression? Have you put flexible working arrangements in place to meet needs that are specific to the diversity of your staff and enable them to contribute fully and to the best of their ability?

Use our Diversity Self-Assessment Tool to see where your organisation currently stands, if you are a Diversity Champion, Pioneer, Explorer or Beginner and to begin to explore how you might make further progress on this journey. Before you use the Tool check any existing diversity or related workplace policies so that you can give an accurate picture of the steps you have already taken.

The tool is for employers in the public and private sectors and for organisations big and small. Results of the tool are indicative only and all information is confidential. The assessment takes 20-30 minutes and you’ll receive an email with your results.

If you want more advice or want to join like-minded organisations who are pushing the boundaries of diversity and inclusion in workplaces all over the EU then contact your national European Diversity Charter.

20-30 minutes

21 questions

The asterisk (*) indicates sections that must be completed

A. Organisational Diversity Infrastructure

1. Does your organisation have a workplace diversity management policy? *

(Choose the one option below that best matches the approach taken)

Yes, the organisation has a workplace diversity management policy that sets out standards for its commitment to: eliminate discrimination, sexual harassment and harassment; positively recognise and adapt for diversity; give leadership for its implementation, and take positive action as needed, targeting specific groups to achieve a diverse workplace. The organisation does not have a dedicated workplace diversity management policy, but is committed to giving leadership on this issue, promoting diversity and eliminating discrimination, sexual harassment and harassment in the workplace, which is referenced, in key organisational polices/procedures addressing the operations of the organisation, such as recruitment policy, training policy etc. The organisation recognises diversity and gives leadership internally to value diversity and eliminate discrimination, sexual harassment and harassment in the workplace, but it does not have a dedicated workplace diversity management policy, nor does it reference diversity in key organisational policies/procedures. No, the organisation does not have any formal stated commitment to promote diversity in the workplace.

2. If your organisation has a workplace diversity management policy or it identifies diversity as a focus in other workplace policies/procedures, which discrimination grounds are identified in this?

(Choose which discrimination grounds apply. You can choose multiple options)

Sex Racial or ethnic origin Religion or belief Sexual orientation Gender identity, gender expression, or sex characteristics Disability Age Intersectionality (people who are covered by more than one of these grounds)

3. Does your organisation allocate responsibility for action on and meeting standards for diversity management in the organisation? *

(Choose the one option below that best matches the approach taken)

Yes, the organisation allocates responsibility for diversity management issues to a senior manager, and convenes a staff working group or establishes a dedicated unit to support and inform progress on diversity management. The organisation allocates responsibility for diversity management issues to a senior manager. The organisation specifically directs its managers at all levels to include a focus on diversity management as part of their brief. No, the organisation does not allocate specific responsibility in relation to diversity management.

4. Does your organisation promote and provide training and capacity building opportunities for staff members on diversity management and the promotion of workplace diversity? *

(Choose the one option below that best matches the approach taken)

Yes, the organisation promotes and provides training and capacity building opportunities for staff members specifically on diversity management and the promotion of workplace diversity. The organisation includes a focus on diversity management and the promotion of workplace diversity in the general training and capacity building opportunities it provides to staff members. Training and capacity building opportunities on diversity management and the promotion of workplace diversity are provided if there is a need identified or a demand for such opportunities from staff members. No, the organisation does not provide training and capacity building opportunities for staff members on diversity management and the promotion of workplace diversity.

5. Does your organisation take steps to monitor workplace diversity and any related inequalities? *

(Choose the one option below that best matches the approach taken)

Yes, the organisation conducts specific audits or staff surveys, on a regular basis, with regard to workplace diversity, to monitor the presence of diversity in the workplace and identify any issues or inequalities arising for staff members from groups covered by the discrimination grounds, and it develops and implements action plans to address issues and inequalities identified. The organisation monitors diversity and any related inequalities as a component part of general workplace processes or reports, and addresses any issues identified through these general workplace processes or reports. The organisation collects and tracks basic diversity data as might be required under national legislation/regulation. The organisation does not monitor workplace diversity and related inequalities.

6. Does your organisation have structures or systems to listen to and dialogue with staff members from groups covered by the discrimination grounds? *

(Choose the one option below that best matches the approach taken)

Yes, the organisation supports and engages with a dedicated and accessible staff network, or networks, that offer a safe space for staff members from groups covered by the discrimination grounds, to convene, explore shared issues, and engage in dialogue with management on any action required to address these issues. The organisation has accessible structures and systems of a general nature for engaging in dialogue with staff members and/or for enabling staff members to bring forward their issues or ideas, and these explicitly include a focus on ensuring the voice of staff members from groups covered by the discrimination grounds is heard and engaged. The organisation is open to hearing and responding to ideas and issues raised by individual staff members, including those from groups covered by the discrimination grounds, and communicates this openness to all staff members. No, the organisation does not have structures or systems to dialogue with or hear staff members from groups covered by the discrimination grounds.

7. Has your organisation established a specific mechanism and procedures to handle complaints alleging discrimination, sexual harassment or harassment or failure to provide reasonable accommodation for people with disabilities? *

(Choose the one option below that best matches the approach taken)

Yes, the organisation has a specific and accessible mechanism and procedures with the expertise to handle complaints alleging discrimination, sexual harassment, harassment, or failure to provide reasonable accommodation for people with disabilities, and to do so in a timely and effective manner. Complaints alleging discrimination, sexual harassment, harassment or failure to provide reasonable accommodation for people with disabilities, are handled by Human Resources staff, within our general staff complaint mechanism. Complaints of discrimination, sexual harassment, harassment or failure to provide reasonable accommodation for people with disabilities are dealt with informally by the appropriate manager. No, the organisation does not have a mechanism and procedures to deal with handling complaints alleging discrimination, sexual harassment, harassment or failure to provide reasonable accommodation for people with disabilities.

8. Does your organisation address diversity and use inclusive language in its communication materials, including on social media and its website? *

(Choose the one option below that best matches the approach taken)

Yes, the organisation actively promotes diversity and uses inclusive language in its communication material, internal and external, and there is a policy or internal guideline on this matter. The organisation is explicitly committed to promoting diversity and using inclusive language in its communication materials, internal and external, but there is no policy or guidelines in place on this. The organisation seeks to use inclusive language in its communication materials, internal and external, where possible, but this is not considered a communication priority. No, the organisation does not address diversity or specifically seek to use inclusive language in its communication materials.

9. Is your organisation a signatory of a national Diversity Charter? *

(Choose the one option below that best matches the approach taken)

Yes, the organisation is a signatory of a national Diversity Charter. The organisation is not yet a signatory of a national Diversity Charter but the process for this has already been started. There is no national Diversity Charter in the country but the organisation networks informally with other organisations on the issue of diversity management. No, the organisation is not a signatory despite the fact that there is a national Diversity Charter in the country.

B. Recruitment

10. Do the procedures of your organisation for attracting and recruiting new staff members, serve to advance diversity in the workplace and prevent against any possible discrimination in this area of recruitment? *

(Choose the one option below that best matches the approach taken)

Yes, the organisation in its recruitment procedures includes provision to: purposefully and specifically achieve workplace diversity; prevent discrimination; provide reasonable accommodation for people with disabilities and address needs specific to other groups covered, and allow for positive action measures targeting specific groups to achieve a diverse workplace; and it communicates and promotes these elements in its recruitment advertising. The organisation has a stated commitment to achieving diversity in the workplace and has taken and continues to take initiatives to this end, however no specific procedures or positive action measures have been put in place to give effect to this commitment. The organisation takes proactive steps to secure compliance with the relevant legal requirements in ensuring recruitment is free from discrimination, but does not actively promote diversity. No, the organisation does not address diversity or discrimination in its recruitment procedures.

11. If your organisation’s procedures for, or initiatives in relation to, recruitment explicitly serve to promote diversity in the workplace, which discrimination grounds are addressed in this?

(Choose which discrimination grounds apply. You can choose multiple options)

C. Career Progression

12. Do the procedures of your organisation for promotion and supporting career progression, serve to advance diversity at all levels in the workplace and prevent against possible discrimination in this area? *

(Choose the one option below that best matches the approach taken)

Yes, the organisation in its procedures for promotion and career progression includes provision to: purposefully and specifically achieve workplace diversity at all levels in the workplace; allow for positive action measures targeting specific groups to achieve this diversity at all levels; provide reasonable accommodation for people with disabilities and address needs specific to other groups to enable career progression, and prevent discrimination in career progression. The organisation has a stated commitment to achieving diversity at all levels in the workplace and has taken and continues to take initiatives to support career progression for staff from groups covered by the discrimination grounds, while no specific promotion procedures have been put in place to give effect to this commitment. The organisation takes proactive steps to secure compliance with the relevant legal requirements in ensuring promotion is free from discrimination, but does not actively promote diversity in this regard. No, the organisation does not address diversity in its procedures for promotion and for supporting career progression.

13. If your organisation’s procedures for, or initiatives in relation to, promotion and supporting career progression explicitly serve to promote diversity at all levels in the workplace, which discrimination grounds are addressed in this?

(Choose which discrimination grounds apply. You can choose multiple options)

D. Terms and conditions

14. Does your organisation monitor the gender pay gap in the organisation and implement policies to ensure equal pay between women and men? *

(Choose the one option below that best matches the approach taken)

Yes, the organisation actively and regularly monitors for pay disparities and equal pay in the organisation, reports transparently on these, and implements equal pay policies and initiatives in response to their findings. The organisation has and promotes an equal pay policy, that sets and promotes a standard in this area for the organisation, but does not actively monitor or prepare reports on this issue. The organisation takes proactive steps to secure compliance with legal requirements for non-discrimination in relation to equal pay in the organisation. No, the organisation does not take steps to monitor the gender pay gap and to promote equal pay between women and men in the organisation.

15. Does your organisation monitor differentials in pay and working conditions of staff members from the groups covered by some or all of the discrimination grounds, other than sex, and take steps to address these where identified? *

(Choose the one option below that best matches the approach taken)

Yes, the organisation formally and transparently monitors pay and working conditions on a regular basis to identify any differentials for staff members from groups covered by some or all of the discrimination grounds, other than sex, and takes steps to address any such differentials identified. The organisation monitors pay and working conditions in an ongoing manner to ensure differentials in pay and working conditions for staff members from groups covered by some or all of the discrimination grounds, other than sex, do not emerge. The organisation takes proactive steps to secure compliance with the relevant legal requirements in order to ensure non-discrimination in relation to pay and working conditions. No, the organisation does not take steps to establish or address differentials in pay and working conditions for staff members from groups covered by the discrimination grounds, other than sex.

E. Recognition for Specific Needs

16. Sex ground: Does your organisation take steps to enable reconciliation of work and family life in providing and promoting the use of flexible working arrangements by both men and women staff members? *

(Choose the one option below that best matches the approach taken)

Yes, the organisation provides and actively promotes a broad range of flexible working arrangements, implements a specific policy in this regard, and encourages take up by both men and women staff members. The organisation provides at least two forms of flexible working arrangements for staff members, but does not have a policy in this regard. The organisation allows some flexible working arrangements upon request from individual staff members, as found necessary and when possible. No, the organisation has not been able to provide flexible working arrangements or there is no demand for this.

17. Racial or Ethnic Origin & Religion or Belief grounds: Does your organisation take steps to recognise and accommodate cultural, religious and language specificities of staff members from minority ethnic or religious groups? *

(Choose the one option below that best matches the approach taken)

Yes, the organisation has procedures to establish and respond to the specific needs of staff members from minority ethnic or religious groups, taking the steps needed to enable their full participation and contribution by respecting their cultural, religious, and language specificities, responding to the specific needs that arise from these, and creating a welcoming work environment. The organisation acknowledges ethnic and religious diversity among its staff members and takes steps to promote respect for and a welcoming work environment for diverse cultures, religions and languages in the workplace. The organisation considers the specific needs of staff members from minority ethnic or religious groups on an individual basis, and addresses these, to the extent possible, on request. The organisation does not make accommodation for specific needs of staff members from minority ethnic or religious groups.

18. Sexual Orientation ground: Does your organisation take steps to recognise and provide for spouses/partners of staff members in same-sex couples in the same manner as those in heterosexual couples? *

(Choose the one option below that best matches the approach taken)

Yes, where the organisation makes any form of provision for, or involves, the spouses/partners of staff members, it does so in a manner that explicitly includes same-sex couples in the same manner heterosexual couples. The organisation in making provision for, or involving, the spouses/partners of staff members, does, in certain instances include same-sex couples. Staff members in same-sex couples can request the organisation, on an individual basis, to make arrangements that include their spouse/partner as appropriate. The organisation does not make provision for spouses/partners of staff members in same-sex couples.

19. Gender Identity, gender expression and sex characteristics ground: Does your organisation take steps to recognise, respect and support transgender (trans) staff members in the workplace? *

(Choose the one option below that best matches the approach taken)

Yes, the organisation recognises and respects the (self-identified) gender identity of staff members, including non-binary; protects their rights within the workplace; and supports, appropriately and as required, staff members who are in the process of gender transitioning. The organisation acknowledges and recognises the (self-identified) gender identity of staff members, including non-binary, but does not make any specific provision in this regard or provide any particular support that might be required. The organisation considers the needs of staff members in relation to their self-identified gender identity, including non-binary, and addresses these on an individual basis, to the extent possible, on request. The organisation does not take steps to recognise and support transgender (trans) staff members in the workplace.

20. Disability ground: Does your organisation take steps to ensure accessibility of the workplace for all groups of people with disabilities, including in its physical environment, infrastructure, IT services, and job design and working arrangements? *

(Choose the one option below that best matches the approach taken)

Yes, the organisation has developed policies and procedures and made investments for workplace accessibility that address: all dimensions of the workplace, including physical environment, infrastructure, IT services, and job design and working arrangements; the needs of all groups of people with disabilities; and all parts of the job cycle from, and including, the point of job advertisement. The organisation is committed to, and purposefully identifies and makes adaptations in its operations, as possible within the requirements of these, ensuring access and the full participation and contribution of current and future staff members with disabilities. The organisation has introduced systems to comply with the relevant legal requirements to provide reasonable accommodation for individual staff members with disabilities on request. No, the organisation has not taken steps to ensure and provide for workplace accessibility for people with disabilities.

21. Age ground: Does your organisation take steps to enable and encourage the retention of older staff members? *

(Choose the one option below that best matches the approach taken)

Yes, the organisation has procedures to enable the retention of older staff members including options for them to choose gradual retirement and incentives to extend working life. The organisation has a stated commitment to older staff members and encourages and enables them to extend their working lives. The organisation only exceptionally and on request in individual cases, takes steps to enable older staff member to extend their working life. No, the organisation does not make any provisions for the retention of older staff members.

F. Organisational Profile

E-mail *

In which country is your organisation based? *

If your organisation is multinational, please pick the location of your particular Branch.

Approximately how many people work in this organisation?

Please include all people that are employed by the (branch of your) establishment you work in, regardless of the type of contract.

Please select your organisation’s main activity category from the list below.

How long has your organisation been in activity?

EU Diversity Self-Assessment Tool