THE INTERNATIONAL JOURNAL OF KNOWLEDGE, CULTURE AND CHANGE MANAGEMENT Madrid, Spain

Diversity Assessment Tools: A Comparison

Abstract: Much has been written about how to address diversity in the human resources function (recruitment, retention, professional development etc.) but less has been written about how to develop strategies to leverage diversity in other areas. This study proposes an approach to exploring diversity through the value chain and a tool to help an organization assess its strategy. The Diversity Audit Tool (DAT) was developed from an analysis of current diversity practices in the Information Communications and Technology (ICT) Sector in Canada. This paper will review the dimensions of the tool and compare it to six other diversity lenses. Keywords: Diversity assessment, diversity audit tool, diversity lens, “business” case for diversity.

Increasingly corporations in Canada have stressed the importance of embracing diversity and have stressed the benefits of creating inclusive work environments which:  Promote the work of all organizational members and ensures that it is acknowledged, respected, and that employees are compensated equitably for it  Value diversity both within the organization and outside of it  Implement a meritocracy – rather than non-job-related ascribed characteristics – ensuring the need for equality and fairness underpins the organizational culture  Emphasize individual accountability at all levels of the organization  Constantly communicate the organization’s commitment to diversity both through language and through action and in a clear manner (Digh, 1998; D’Netto & Sohal, 1999; Schmidt, 2004; Beaver & Hutchings, 2005; Conference Board of Canada, 2006; Conference Board of Canada, 2008; Shen et al., 2009) In other words, inclusive work environments do not simply recognize that differences exist among different