Audit And Measurement Of Diversity At
Business Unit Level
1. Introduction: get the definition right and diversity is easy to measure!
Diversity it turns out is a very slippery concept!
The Employment Equity Act (EEA) stipulates that diversity will become the norm for organisations and that training will be provided as part of implementing the EE Act. However, the Act is very short on defining the scope of what diversity encompasses. Where it does attempt to operationalise the meaning of the term, it tends to take on a very one-sided human relations/touchy feely definition that revolves around skin colour, rituals and values, and issues of accommodating disabilities. This model of human resources is based on the belief in the following 'formula': understand/insight (U) +communications/dialogue(C) = diversity taking root over time. Were business and work life only that simple and easy!
Part 1 of this proposal/document seeks to provide an understanding of the dimensions and realities of diversity. The point this document tries to make is that embracing and capitalising on diversity goes far beyond equitable employment practices, and affirmative action measures. Part 2 builds on the ideas and explanations provided in part 1. Some useful audit and measurement tools and approaches are described in the second article.
So, what is diversity? As fingerprints show us, each human being is unique, providing the world with infinite diversity. However, some differences are more important than others in the effects they have on individuals’ opportunities in the world. The major dimensions of diversity fall into two categories - primary and secondary.
Primary Dimensions of Diversity:
• Age
• Ethnicity/colour/race
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