Business case for organisational assessment
Why is this important for my business?
- Organisational assessment reveals precise business metrics that, when compared to industry standards, establish achievable targets for gender representation, pay equity and workplace flexibility — transforming abstract goals into measurable objectives.
- Regular reporting uncovers patterns that link business outcomes to inclusion practices, identifying direct connections between gender-balanced teams and key indicators like innovation, retention and productivity — providing evidence-based support for diversity initiatives.
Effective benchmarking will enable organisations to measure their gender equality performance against industry standards and track their progress over time.
Participants in the Gender Equality Scoping Study consistently noted that organisational culture and gender equality had improved over time. Those with a longer work history in the industry compared workplaces from earlier in their careers with current experiences and were confident on a wide range of improvements. Use of organisational assessment formalises this information, building detail to set out a ‘starting point’. Benchmarking can operate as a diagnostic tool, informing goals and KPIs for businesses of all sizes[1].
Organisational assessment can build team engagement and collaboration
While some targets may be informed by strategic planning from business owners and leaders, working together to collect and consider insights from benchmarking activity and subsequent reporting can provide opportunities to discuss successes and consider new approaches to persistent barriers.
From benchmarking to ongoing reporting
Utilising insights gained from initial benchmarking to set goals or KPIs — depending on the size of your business — is an effective way to build accountability into your monthly, quarterly and annual reporting.
Drawing on the 6 Gender Equality Indicators outlined by the Workplace Gender Equality Agency can be effective way for organisations to measure their progress regardless of their size.
These are:
- Gender composition of the workforce
- Gender composition of governing bodies of relevant employers
- Equal remuneration between all genders
- Availability and utility of employment terms, conditions and practices relating to flexible working arrangements for employees and to working arrangements supporting employees with family or caring responsibilities
- Consultation with employees on issues concerning gender equality in the workplace
- Sexual harassment, harassment on the grounds of sex or discrimination
This checklist provides resources for each of these areas once goals have been set.
Building these indicators into your existing reporting process will ensure you are holding yourself accountable.
When adjusting this reporting, consider:
How are you collecting information? Can this be automated? Can it be integrated into other record keeping?
When are you reporting on your progress? Determine the frequency required to ensure your goals are regularly in sight.
What are you reporting? Benchmarking alongside reflection on strategic goals will help determine priority areas.
Who are you reporting to? Consider both internal and external stakeholders — your employees and management teams, as well as boards, investors, your community and the wine industry. Transparency, even in the initial stages, can strengthen networks — look to colleagues across the industry undertaking their own gender equality work.
Resources for tracking and benchmarking
