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IA Role in Mitigating Discrimination
and Harassment
indicated they had discussed identity-related
issues at work in the preceding month said they
had felt at least slightly uncomfortable in those
situations.
94% of CEOs in a consulting firm's survey
reported diversity, equity, and inclusion as their
strategic priority, a significant proof of right
intention.
Management is primarily responsible for
managing DEI programmes and promoting
Lakshmi B equality in an organisation. However,
Head of Audit, Padakannaya and Co. internal audits also have an opportunity and
an obligation to accelerate this movement
vijayalakshmib1610@gmail.com
towards greater diversity, equity, and inclusivity
throughout the organisation, horizontally and
Diversity, equity, and inclusion (DEI) is a framework vertically, by embedding DEI concepts into
that promotes the fair treatment and participation its responsibilities and the services it provides
of all people, especially those historically under within its functions.
represented or discriminated against.
An internal audit on diversity, equity, and
Diversity, equity, and inclusion are three closely linked inclusion (DEI) is a structured process that
values held by many organisations that are working assesses an organisation's commitment to DEI
to be supportive of different groups of individuals, in the workplace:
including people of different races, ethnicities,
religions, abilities, genders, and sexual orientations. It
is becoming increasingly popular among candidates • Purpose: To identify areas for improvement
and employees, with many considering it a major and create a more inclusive work environment.
factor when choosing a job. Company leaders can
also play a role in implementing DEI policies. • Process: Involves analysing company policies,
practices, and culture, as well as employee
A resounding 84 per cent of survey respondents surveys and assessments.
across the industry say they have experienced micro
aggressions at work. More than one in four say they • Tools: Uses diversity research and diagnostics,
have needed to correct others' assumptions about gender pay gap analysis, andequality impact
their personal lives. High levels of respondents have assessments.
experienced everyday slights rooted in bias, such as
not receiving credit for their ideas, being asked to • Output: A report that highlights areas of
speak as a representative for a group of people like opportunity and improvement.
themselves, or being coached to communicate in an
inauthentic way. Understanding Discrimination Risks
Among survey respondents who identified as racial Effective DEI audits hinge on understanding
or ethnic minorities, 40 per cent of those who the associated risks, including various
24 | INSIGHT EXCHANGE INTERNAL AUDIT TODAY
