The first step is to establish baseline data, which can be used to measure milestones, for benchmarking, and for further analysis. A range of sector specific and generic resources that can be adapted to organisational needs are available. Many of these resources are geared to large organisations so we have distilled the resources to three key questions to suit the range of organisations in our study where the majority of respondents (72%) were working in organisations of more than 100 employees but close to a third (28%) were working in organizations of fewer than 100 employees, and 12 per cent in organisations of less than 20 employees, reflecting the diversity of the sector and the range of organisational types and range of strategies that might be relevant to improving gender equity and diversity.
Collect data on gender profiles in:
Retention data to be collected for women and men to identify who is staying and who is leaving:
The analysis of this initial data then requires a further question in each of the three areas – are we satisfied with what this data tells us? What do we identify as priorities for change? [see Diagnosing Priorities for Improvement]