The Mix approach

To effect true cultural change an organisation needs to approach DEI work strategically.

Mix’s audit methodology is people-focused, agile and targeted: we don’t believe in compiling data for data’s sake!

We use an internationally recognised benchmarking tool which can be utilised by your own HR Team/DEI Lead annually. This analyses 15 key areas, identifying whether the organisation is inactive / reactive / proactive / progressive or demonstrates Best Practice in each area. We recommend this as a practical way to ensure that your Diversity & Inclusion initiatives deliver year on year.

How we can help you.

Every audit which we deliver is different, but our process broadly follows the same pattern:



Kick off meeting

Working collaboratively to establish which metrics we need to gather and why

Desk Review

Our team review all internal policies and documents which relate to D&I

Individual Direct Interviews

With key stakeholders from across the business

Focus Groups and Colleague Conversations

What is it like to work in your organisation? Do colleagues feel the same sense of inclusion and belonging?

Employee Survey

If you don’t already have one, we can create an online survey of your people and culture through a D&I lens

External D&I Audit

An analysis of how your company looks externally to potential employees and investors versus two key competitors

Challenge Mapping Workshop

Reflecting on the gathered data, drawing out key themes that are priority areas for action

"I just wanted to say thank you for an excellent training session. It was really engaging and you naturally captured the attention of everyone in the room! Feedback has been really great and there is a lot of follow up action happening already with our leadership team."
Rebekah Holbrook
Head of Human Resources
You are doing such amazing work in the Diversity and Inclusion space. You are one of the few companies I have come across who really gets D&I in terms of both the importance but also in terms of what we can do about it. Thank you for working with us.
Sue Jex
Head of Employee Relations
We’ve had incredible feedback from our session with Mix and been inundated with offers of Respect Ambassadors to drive the change.
Tina Brinkworth
Transformation Manager


of global jobseekers have turned down or decided not to pursue a job opportunity because of a perceived lack of inclusion
McKinsey & Company, 2020


increased likelihood of gender diverse companies financially outperforming competitors
McKinsey & Company, 2020


of global jobseekers expect CEOs to speak publicly about social and political issues
2022 Edelman Trust Barometer

Frequently Asked Questions

A DEI audit is a thorough assessment of an organisation’s current diversity, equity, and inclusion practices and policies. It involves evaluating various aspects such as recruitment, retention, promotion, workplace culture, and employee engagement. Conducting a DEI audit helps identify strengths, uncover areas needing improvement, and provide a clear understanding of the organisation’s DEI landscape. This information is crucial for developing effective DEI strategies and fostering a more inclusive environment.

Our DEI audit process typically involves:

  • Data Collection: Gathering quantitative and qualitative data through surveys, interviews, focus groups, and reviewing existing policies and practices.
  • Analysis: Analysing the data to identify patterns, trends, and gaps in the organisation’s DEI efforts.
  • Benchmarking: Comparing the organisation’s DEI metrics against industry standards and best practices.
  • Reporting: Providing a detailed report that outlines findings, strengths, areas for improvement, and actionable recommendations.
  • Follow-Up: Offering guidance on implementing the recommendations and establishing mechanisms for ongoing monitoring and improvement.

The duration of our DEI audits varies depending on the size and complexity of the organisation. Generally, a comprehensive audit can take anywhere from a few weeks to several months. Factors influencing the timeline include the scope of the audit, the availability of data, and the level of engagement from stakeholders. From the start, we’ll work closely with you to establish a realistic timeline that meets your needs and ensures a thorough assessment.

At the end of every audit we create a detailed report identifying where you are now and, most importantly, suggesting key recommendations for the next steps. Our reports are highly practical. For example, if you have a drop off of women rising from level 3 to 4, we might suggest bespoke, targeted training for managers hold promotion & development conversations at that level, a review of pay equity which a specific focus on levels 3 & 4, a review of parental leave offerings to ensure that this isn’t an obstacle for these women.’

Most commonly, clients invite us to present the Audit Report to the ExCo/Senior Leaders, giving them a chance to ask questions and gain a sense of ownership over the work. Buy-in from these leaders is integral for organisations who want to take action on our recommendations.

Don’t worry though, we don’t just disappear and leave you to it! We’d love to be on hand as you take the next steps towards more equity in your organisation.

DEI audits often reveal areas for improvement within an organisation, so Mix also offers a wide range of training options, from 1:1 leadership coaching and board briefings to company-wide training on all aspects of DEI. Our online DEI library, MixLEARN, provides on-demand reference guides and modular, in-depth learning for your whole organisation. Contact us to find out more about DEI training options.

Establish where you are now

Talk to our team about a DEI audit for your organisation

Thought leadership

Resources and news on everything DEI

View resources

Is The DEI Backlash A Genuine Concern?

Mix CEO and co-founder Hayley Barnard takes a deep-dive into the ‘DEI backlash’ and asks – why do leading politicians and cultural figures seem to be targeting DEI? And how do we respond?

Read article

Understanding the Models of Disability: The Importance of Reasonable Adjustments

The models of disability help us understand how society defines and talks about disability. There are four main models we will discuss: the medical model, the charity model, the social model, and the celebratory model. Find out more in our quick guide.

Read article

“I Don’t Care Who You Are, I Just Need You To Do Your Job”

DEI consultant and speaker Tom Crawford explains why not caring who your employees are is a problem for leaders. And how understanding employee motivations, self-awareness and role-modelling makes for a more inclusive workplace.

Read article

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