Evaluating Organizational Diversity
This information would be helpful for any organization that is interested in evaluating current policies and
procedures related to diversity and equity in the workplace.
What is the issue and why is it relevant?
In response to the growing diversity within Peel, a number of organizations have developed and implemented
policies and practices related to diversity and equity in the workplace. The benefit of implementing best
practices around diversity and inclusion can include, reduced costs, increased employee/customer
satisfaction and greater trust within the community.
To effectively identify success, it is important for organizations to evaluate outcomes in a consistent,
measured and goal oriented manner. Leaders within the field of diversity, equity and inclusion suggest that
evaluation of initiatives in the workplace is “fundamental in establishing diversity as a business and
organizational value.i” Evaluation of such initiatives should include;
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A qualitative and/or quantitative method for tracking progress
Identifying the effectiveness of initiatives through evaluating outcomes
Providing adequate time to reflect on organizational efforts
How do individuals/organizations currently address the issue?
Evaluating organizational diversity and equity initiatives can be executed for the purpose of acquiring funds,
expanding services, augmenting current policies and procedures, increasing retention rates and building a
stronger external view of the organization. Effective evaluation should consider desired outcomes and goals
in addressing results.
Appropriate and effective methods for evaluating outcomes can includeii;
 Checklists
 Questionnaire
 Employee/client interviews
 Anecdotal Information
 Statistical Information
A toolkit designed by Diversecity and Maytree entitled Diversity in Governanceiii provides organizations with
a good background and foundation for the creation of effective strategies for evaluating existing policies and
procedures related to diversity. The toolkit also provides Toronto based examples that identify the benefits
of evaluation and resources to implement best practices. One specific example that is highlighted in the
document includes efforts made by the Canadian Mental Health Association.
The report Multicultural Access within a National Organization (1993) provided CMHA
with an overview of cross-cultural mental health across the country. The report indicated
that CMHA had a lot of work to do in order to truly represent their client group, including a
better representation of cultural communities on boards. In this process it became apparent
that a practical tool was needed to assist the organization’s branches and divisions to identify
and tackle some of their systemic barriers. They called this their “diversity lens.”
The CMHA Diversity Lens was developed as a framework to evaluate existing policies
and procedures with respect to how sensitive these are to the diverse
needs of staff, volunteers, board members and clients. It covers communications (access to
information, language and visuals), policy and procedures (personnel
procedures, recruitment and evaluation) and programs and services. Though the
list is extensive, it is not intended as exhaustive. http://diversecitytoronto.ca/wpcontent/uploads/Diversity-on-Non-Profit-Boards-Toolkit.pdf
Another example of organizational evaluation that includes focused
diversity efforts is from the Peel Children’s Aid Society. This agency has a
Diversity Monitoring committee to ensure that consistent and continual
progress is made towards anti-oppression and diversity competence. The
organization has also outlined policies and procedures to ensure that the communication of success and
challenges are made in an efficient manner.
http://www.peelcas.org/documents/46m_Peel%20New%20Comer%20Strategy%20Best%20Practice.pdf
What can individuals and/or organizations do to address the issue?
Creating effective evaluation tools to measure diversity and equity initiatives requires participation from all
levels of the organization. To ensure that all staff members within the organization are equally vested in
creating an inclusive workplace where diversity and equity are appreciated, it is important for organizations
to incorporate all levels of staffing in all stages of the diversity initiative. In doing so, organizations can
implement a sense of ownership in terms of policy creation, training efforts, measurement and evaluation.
Organizations can incorporate staff in all stages through;
 Offering lunch & learns workshops that include brainstorming as part of the session
 Creating volunteer diversity and equity committees that are supported by management
 Creating an online forum where staff members can provide input on drafts of policies and procedures
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Providing time during the work day to allow staff members to complete evaluation surveys and
questionnaires
What resources are available to support the change?
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Pillar non-profit network - Board Diversity Training: A toolkit. This document provides clear steps
to take when evaluating efforts in increasing inclusion and equity within the organization.
Additionally an organizational checklist for racial equity is included in the appendix.
http://www.pillarnonprofit.ca/documents/pillartoolkit_boarddiversity_05.pdf
Consultative Group on International Agricultural Research (CGIAR) – Monitoring and Evaluating
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Diversity Goals and Achievements. This document provides information on ways organizations can
manage, honor and support diversity through effective evaluation. Additionally this document
provides a sample diversity climate survey and sample indicators of progress in effectively managing
diversity. Please note that this document is based out of the United States of America.
http://library.cgiar.org/
Ontario Trillium Foundation – Evaluation Plan – The OTF provides a quick tips resource for project
leads and/or organizations who are preparing to evaluate the outcomes of their designated efforts.
http://www.trilliumfoundation.org/en/applyForaGrant/evaluation_plan.asp
What changes can people hope to see when the changes are implemented?
Diversity initiatives within the organization can only be meaningful when a qualitative or quantitative
outcome is achieved. By incorporating diversity and equity evaluation tools as part of regular short
term/long term goal setting, leaders within the organization can make a clear statement in regards to the
value they place on such initiatives. As a result, both staff and members of the community that interact with
the organization can have increased confidence and trust in decisions, practices and the day to day services
offered by the organization.
i
Dr. Jeffrey Gandz A Business Case for Diversity. Fall 2001. 9 November 2012.
Diversecity & Maytree Diversity in Governance – A toolkit for Nonprofit Boards. 2011. 9 November 2012.
iii Diversecity & Maytree Diversity in Governance – A toolkit for Nonprofit Boards. 2011. 9 November 2012.
ii