Depending on what you read, there are a myriad of priorities for audit leaders to enhance and protect organisational value but a finite amount of resource. Even the most robust control environment and risk mature organisation will struggle without good people. An inclusive culture is important in attracting talented, innovative and engaged people. Is it part of your audit ambitions?
We explore the dynamics of diversity and inclusion for today’s workforce and look at the role internal audit can play as enablers of change.
Click here for our special "authenticity in the workplace' interview with experienced Internal Auditor Paul Skinnider.
Click here for our exclusive diversity, equity and inclusion (DEI) conversation with Group Head of Audit, Carolyn Clarke.
The language we use
As auditors, we know the importance of the words we chose to use: being clear on their meaning is essential, particularly when some are seemingly interchanged without rationale.
Can you define equality, diversity, inclusion and equity?
Take a moment to think about it before continuing...
It is easy to lose sight of the basics when the risks around us are fast moving and complex.
With so much pressure on priorities, understanding these concepts is essential to ensure strategic and operational clarity.
- Equality – ensuring everyone has the same opportunity to make the most of themselves
- Diversity – recognising everyone in the organisation as an individual, embracing the collective differences and similarities that people bring to the workplace
- Inclusion – achieving a working environment where everyone is treated fairly and respectfully
- Equity – giving people what they need in order to make things fair
All of these concepts are connected as part of a continuum. Organisations can be diverse without being inclusive but it is not possible to have equity without inclusion.
Where is your organisation?