The Equity Checklist is a tool for evaluating the workplace for potential bias. It is used to identify and address policies, practices, and procedures that may be discriminatory or that otherwise impede the recruitment, hiring, and advancement of underrepresented groups.
The Equity Checklist is intended to help employers identify actions that may be discriminatory or that are otherwise adverse to members of minority and/or women-identified populations in their workplace. To help create and maintain an equitable environment, it is important to have an equity audit.
An Equity Audit is a process where you determine the level of inequity in your organisation by examining policies, practices and procedures for potential bias. In order to identify and address potential bias, it is important to have an Equity Checklist. The first step in using the Equity Checklist is to identify and prioritise targets by asking questions about personal characteristics (race, gender, sexual orientation).
The purpose of this is to help you conduct an equity audit of your recruitment and hiring policies. It is important to remember that the goal of this checklist is not to determine whether or not a company has a legal obligation to change their hiring practices but rather to identify areas where there may be room for improvement. This checklist can be used as an initial step in conducting an equity audit, which should also include interviews with employees from underrepresented groups, focus groups with diverse stakeholders, and other qualitative data collection methods.
1) Does the company have a written policy that defines the meaning of diversity in relation to its program or activities?
2) Is there an individual who is responsible for hiring staff and setting compensation?
3) Has this person ever been involved in recruiting or hiring individuals from underrepresented groups to work at the company?
4) Does the company have a specific program to recruit and hire individuals from underrepresented groups?
5) Has this person ever been involved in developing recruitment or hiring practices?
6) Does the company have a specific program to recruit and hire individuals from underrepresented groups? If so, what is the program’s mission and coverage?
7) Is there a documented recruiting process that involves reaching out to individuals from underrepresented groups through targeted advertising or events, rather than through job postings?