Dei Audit
Audit hiring processes for bias, language, and pipeline diversity gaps
What You Can Do
This skill examines three critical domains of your hiring process: job posting language (gendered terms, credential inflation, ableist language), pipeline diversity metrics (representation gaps at each funnel stage), and hiring structure (screening criteria, interview design, decision frameworks). You'll surface bias patterns that discourage qualified candidates and receive concrete recommendations to redesign postings, sourcing channels, and processes for greater equity.
Features
identifies gendered terms, unnecessary credential requirements, ableist language, and cultural assumptions that discourage applications
evaluates sourcing channels and applicant funnel metrics to pinpoint where underrepresented candidates are filtered out disproportionately
examines screening criteria, interview design, and decision frameworks for built-in assumptions or proxy discrimination
flags requirements that may correlate with protected characteristics or unnecessary barriers to entry
provides specific rewording, sourcing strategy adjustments, and process redesign suggestions
assesses where candidates are recruited from and whether channels limit diversity
structured analysis that complements legal review and ERG feedback
Example Output
Job Posting Audit Output:
- ❌ Flagged: "digital native" (age bias proxy), "energetic and fast-paced" (ableist), "we're like a family" (homogeneity signal)
- ✅ Suggested: Replace with specific technical requirements, "collaborative environment with flexible work arrangements", "diverse team"
Pipeline Diversity Analysis:
- Applications: 40% women, 35% people of color
- Screening pass: 25% women, 15% people of color
- Interview: 18% women, 8% people of color
- 🚨 Barrier identified: Screening criteria (5+ years required) disproportionately filters women returners
Process Recommendations:
- Expand sourcing to women's networks and disability employment orgs
- Remove years-of-experience requirement; focus on demonstrable skills
- Add structured interview scorecard to reduce unconscious bias
What's Included
- SKILL.md: complete DEI audit framework with prompts and domains to analyze
- Job Posting Audit Template: checklist for language, requirements, and tone analysis
- Pipeline Diversity Scorecard: metrics template to track representation at each funnel stage
- Hiring Process Structure Worksheet: framework for screening criteria, interview design, and decision documentation review
- Actionable Recommendations Checklist: template for sourcing improvements and posting rewrites
Who It's For
- Recruiting managers and talent acquisition leaders seeking to reduce hiring bias
- HR business partners tasked with building equitable recruitment practices
- Diversity & Inclusion specialists conducting audits or designing hiring improvements
- In-house counsel managing hiring compliance and discrimination risk
- Executive leadership and ERG sponsors implementing equity initiatives
Best For
- Pre-launch job posting reviews before publishing new roles
- Diagnosing demographic representation gaps in your applicant funnel
- Annual hiring process audits to identify structural inequities
- Redesigning sourcing strategies to reach underrepresented talent pools
- Supporting DEI initiatives with data-driven hiring insights
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