What we expect

For organisations with 51+ employees:

• Do you assign time and money as is reasonably required to making your business an inclusive place to work and take steps to increase participation from underrepresented groups at all levels?
• Do you ask employees in an annual or biennial employee satisfaction survey about whether they feel it is an inclusive workplace?
• Do you collect at least every two years, voluntarily from your employees, diversity gender, ethnicity and disability data, explaining clearly how it will be used, and analyse this data against a baseline and sector trends?
• Do you report to board level on gender, ethnicity and disability pay gaps and diversity data with an evidence-based plan to close any gaps that are published? If you are unable to analyse pay data, do you agree going forwards to analyse representation, hiring and leaving figures for gender, ethnic minority and disabled staff at least annually and report to board level on plans to address any issues that are revealed?
• Do you put measures in place to encourage diversity at key stages of recruitment, selection and retention of employees?
• Have you put in place measures to prevent harassment or victimisation in the workplace?
• Do you communicate both externally and internally your commitment to diversity and inclusion?
• Do you report your CEO pay ratio to your median employee annually with an explanation as to whether the ratio is consistent with the charity’s wider policies on employee pay, reward and progression? If the ratio between CEO and media worker is above the sector average (where this data is available) do you commit to devising and implementing a plan for narrowing the gap?

If the answer to any of the above questions is no, the question is followed up by:

• Do you commit going forwards to do so?

For organisations with less than 50 employees (streamlined version):

• Do you put robust measures in place to encourage diversity at key stages of recruitment, selection and retention of employees? And have you put in place robust measures to prevent harassment or victimisation in the workplace with access to independent third-party support if necessary?

Evidence base – why is the Diversity and Inclusion component needed?