Disadvantage is cumulative, and requires a multi-faceted approach to generate change. The combined analysis of the baseline data and diagnostic data will show where there are strengths on which to build, where systemic discrimination may be occurring, and will assist in targeting appropriate initiatives across the organisation.
Where baseline data shows that women are underrepresented further data is required to determine what the underlying dynamics might be and which strategies are likely to be most effective. This data should be both quantitative and qualitative in nature.
Most useful data about organisational culture is gained by targeted surveys and focus group discussions. There are a number of useful interrogative frameworks Meyerson & Fletcher (2000) and surveys which can be adapted to suit the particular organisation, including Gender equality indicators GEI 5: Employee consultation or the Organisational Maturity Framework , Neale& Bell (2010) which maps a logical progression to demonstrate the progress being made towards the goals set, in this case to improve gender equity