Diversity Audit Criteria

Paper
Author: - Nirmit.B.Shelat
School:-Keller Graduate School of Management
Course Name:-Managing Global Diversity
Date:-05/24/2015

MasterCards criteria for diversity audit

1) Representation: - By this standard I will gauge workforce profile of different departments

and levels and also examine the percentage and unit number of employees parallel with
the general population of the local area, state, or nation. I will also observe under-

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represented class and also check which group is dominating on which positions.
Job hiring: - By this principle will test and match the new appointments with the
demographics of interview candidates. With the details I can measure the favored groups
and overlooked candidates for different job requirements .I will also compare variety of
available diversity with selected candidates to see companys stand over diversity. By
these criteria I will also check an organizations efforts in broadening the pool of

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application.
Promotion policy and procedure: - By the Promotion policy and procedure of MasterCard
we can know the promotion rates of men, women and other affected group. I will also
determine the transparency of their promotion criteria and development system. I can also
check their promotion requirements such as skills and knowledge with strong supportive

4)

anti-discrimination legislation.
Cultural Programmes: - With these Yardstick, I will observe organizations events and
functions. From Participation to Performances, I will notice each and every part to
understand the diversity as a whole. Here, I want to see how diversely they used their
workforce in Coordination and creative functioning.

5) Groups and association: - Through these measurements I can learn about affinity groups
and their contribution and I can also know how these diverse groups can be a resource for

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their organizational constituency.

Articles and Blogs (Communication): - Companys magazines, its web articles and blogs
are the true reflection of companys vision, identity and plans, with these information I

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can know their stand for diversity and also their initiatives for encouraging these actions.
Employee Turnover: - From these criteria we can learn which class is longstanding and
which group of employees are exiting with dissatisfaction. With these criteria I can also
review which demographic group is unpaid assistant and which is short term
opportunist!!Mainly, with these criteria I want to see how diversely their workforce is

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retained.
Talent pool inclusion: - Talent pool is a group of individual with different skills.
Normally, by concentrating more over expertise they overlook the diversity part in talent
pool and that is often proved as intentional slip-up. From this principle I want to realize
the width of their talent pool and their workforce that extends beyond sexual category,

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society and age to include different thoughts, skills, experiences and backgrounds.
Big organizational changes: - Big organizational changes include Transfers, employee
restructuring, new role assignments and special appointments for new projects. By this
area of study we can understand companys true commitment for diversity as such
decisions are long-term and taken after considering multiple factors. This norm clarifies

companys seriousness for workplace diversity for game-changing decisions.

10)
Pay equity: - By this measure we can know companys approach for affirmative
action .Here, I will also inspect employees right for compensation against discrimination.
Apart from, all this the theory will also help us to see companys position for equal pay
for equal work to men and women.

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Consumer Responses: - With this Yardstick, I can know the institutions interest

in knowing consumer satisfaction for diverse workforce. Here, I can solicit current
customers for what they perceive are critical diversity issues for the organization.