Workplace Audits

For employers, we conduct workplace audits of their recruitment processes, assessing the full online and offline employee life cycle .

 


Our workplace audits


As part of our service, our workplace audits assess the neurodivergent employee life cycle, from both a work and personal perspective. They look at the official and cultural stance of a company, with focus on fairness, inclusivity, diversity and support mechanisms.


All our audits help to assess both online and offline components of an application process and culture, from a quantitative and qualitative perspective, and is usually performed and concluded within a 4-month time window. See below for an example of an audit timeline...


1

Month one - discovery

Evaluate website, assess the application process, staff interviews.
2

Month two - define

Undertake culture survey, review assessments and documentation
3

Month three - develop

Collect and correlate survey results and assessments, review policies
4

Month four - delivery

Create final report, present back to organisation, identify further support

The topics within a full workplace audit includes: governance and policy, external recognition, diversity and inclusion, neurodiversity, social dynamics, company vision and leadership, and staff satisfaction and well-being.


If this sounds like something you’d be interested in finding out more about, please give us a call on 0208 133 6046, email, or fill in our contact form.



Our audits are split into three stages...


...or categories, which measure different aspects of your recruitment and retention processes:



Following these three stages of a workplace audit, we will produce a report, providing you with a score. This report will also include commendable aspects of your company, key issues and problems, and key recommendations to improve these.




Check out our work with Roche...


We recently conducted an audit for Roche Pharmaceuticals, back in July 2018. We assessed their application process to begin with, checking accessibility, readability, and more.


Roche scored well, with the report stating that the application process is fit for purpose, but there is room for improvement. We commended Roche on their short application process, having no psychometric testing, and their online interviews.

Some of the key issues we identified included not having an option to disclose a disability or any other needs on the form, inconsistency across job specifications and having a lack of information and guidance on their online platform.


We recommended the following:

  • Add a disclosure section to the application form (Vital)
  • Allow the user to make customisation adjustments (Highly Recommended)
  • Have any support material available directly within the application system
  • Clear descriptive guidance
  • A page outlining the process or a process map

Following the audit, Roche have implemented a number of these changes and are working with us to continue to improve their processes. For more information on audits, or to book an audit with us, please contact us on 0208 133 6046, email us, or fill in our contact form.



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