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Equality diversity and inclusion (EDI) Audit form

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Our Equity, Diversity, and Inclusion (EDI) Audit Form Template assesses organisational practices, promoting transparency and progress in fostering an inclusive workplace culture.

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5 mins
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What is an Equality diversity and inclusion (EDI) Audit form?

The EDI (Equity, Diversity, and Inclusion) audit form serves as a structured tool for organisations to assess their practices and policies related to equity, diversity, and inclusion. It enables them to evaluate aspects such as recruitment, promotion, and workplace culture, identifying areas for improvement and ensuring alignment with EDI principles.

This form aims to promote transparency, accountability, and continuous improvement in fostering an inclusive and equitable work environment.

By conducting regular audits using this form, organisations can track progress, address disparities, and demonstrate their commitment to EDI values.

Best practice timescale for this to be issued
When should this form be issued?
Applicable legal jurisdictions
In which jurisdictions can this form be used?
Great Britain & NI (United Kingdom), Worldwide

What legislation and best practice guidelines have been taken into account in the development of this template?

United Kingdom
  • Equality Act 2010: Establishes legal obligations regarding equality, diversity, and inclusion in the workplace.

  • Data Protection Act 2018 (incorporating GDPR): Mandates the handling of personal data in the EDI audit form in compliance with data protection principles.

  • Human Rights Act 1998: Protects individuals' rights to equality and non-discrimination in the workplace.

  • Public Sector Equality Duty (PSED): Applies to public sector organisations, requiring them to consider equality and diversity in their decision-making processess.

Other territories

Consult your jurisdiction's employment legislation or labor laws to ensure compliance with the template. Review the language for local precision.

Equality diversity and inclusion (EDI) Audit




Scope of Audit: (e.g., hiring practices, promotions, pay equity, training, diversity & inclusion initiatives)

Section 1: Policies and Procedures

Area Question Finding Actionable Recommendations
Equal Opportunity Policy Does the organisation have a clearly defined and accessible Equal Opportunity Policy?    
Anti-discrimination Policy Does the organisation have a clear Anti-discrimination Policy?    
Recruitment and Selection Are there documented and unbiased recruitment and selection procedures in place?    
Training and Development Are there equal opportunities for training and development for all employees?    
Promotions and Career Progression Are there clear and transparent criteria for promotions and career progression?    
Diversity and Inclusion Initiatives Does the organisation have specific initiatives to promote diversity and inclusion?    
Data Collection and Monitoring Does the organisation collect data on diversity and inclusion metrics?    

Section 2: Representation and Participation

Area Question Finding Actionable Recommendations
Workforce Composition Does the workforce composition reflect the diversity of the community/customer base?    
Management Representation Are diverse groups adequately represented in management positions?    
Employee Resource Groups (ERGs) Do ERGs exist and are they actively supported by the organisation?    
Employee Engagement and Satisfaction Do employees from all backgrounds feel engaged and satisfied with their work experience?    

Section 3: Pay and Benefits

Area Question Finding Actionable Recommendations
Pay Equity Is there a gender pay gap or other pay disparities based on protected characteristics?    
Benefits Are benefits offered equally to all employees, regardless of background?    

Section 4: Communication and Feedback

Area Question Finding Actionable Recommendations
Internal Communication Do internal communications materials reflect diversity and inclusion?    
Grievance Procedures Are there accessible and effective grievance procedures in place for reporting discrimination or harassment?    
Employee Feedback Does the organisation regularly seek feedback from employees on EDI issues?    

Overall Recommendations:

Based on the findings of this audit, the following overall recommendations are made:

  • [Recommendation 1]
  • [Recommendation 2]
  • [Recommendation 3]

Next Steps:

A plan will be developed to address the recommendations outlined in this audit. The plan will include timelines, responsible parties, and metrics for measuring progress.

Version: [1.0]

Issue date: [date]

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Get much more with our
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Equality diversity and inclusion (EDI) Audit form
equality diversity and inclusion (edi) audit form