What happens in a workplace gender audit?
- Rika Sawatsky
- Apr 23
- 2 min read
Updated: May 9
Making the process clear, safe, and useful for your organization.
What is a Gender Audit?
A gender audit is a structured, evidence-based review of how equity, inclusion, and gender dynamics actually show up in your workplace. It's not just about your policies—it's about what those policies mean in practice.
This audit model was created by the International Labour Organization (ILO). It's a globally recognized, credibility-tested process used by organizations aligned with the UN’s Sustainable Development Goals (SDGs). I’ve completed formal training in the ILO audit model and tailor each audit to your organizational context. A gender audit is a structured, evidence-based review of how equity, inclusion, and gender dynamics actually show up in your workplace.
Done well, a gender audit surfaces both risks and opportunities for gender mainstreaming in your organization. It gives you the insights you need to make informed, lasting changes that reflect your values and meet your legal obligations.
What’s Involved?
Each audit is different — but here’s a general roadmap:
1. Planning & Scoping
We’ll start by identifying your goals. Are you preparing for new policies? Responding to internal concerns? Or simply trying to understand your equity landscape? This step sets the tone and structure for the rest.
2. Document & Policy Review
I’ll conduct a structured scan of your internal policies, procedures, and materials—including hiring, promotion, parental leave, flexible work, and complaints processes. This helps me understand the written rules of your workplace.
3. Staff Input (Interviews, Focus Groups, or Survey)
This is often the most valuable part of the process. Through confidential, trauma-informed conversations (and an anonymous survey), I'll gather insight on how your workplace culture is actually experienced. I’ll guide this with care, clarity, and trust.
4. Analysis
I’ll bring together the patterns that emerge across your documentation and staff input. This includes identifying legal compliance risks, organizational blind spots, and areas of strength you can build on.
5. Recommendations & Reporting
You’ll receive a clear, plain-language report with actionable recommendations. You’ll also get a debrief session and a presentation of findings to leadership or staff.
Bonus: As a lawyer, I can weave in legal analysis grounded in human rights, health and safety, pay equity, and employment standards laws. This will cloak much of the final report in solicitor-client privilege, meaning you can surface challenging issues without exposing your organization to legal risk.*
*We’ll talk about how this works during our intake conversation.
What Makes My Approach Different?
Legal expertise with a deep equity lens
Psychological safety for your team
Custom-fit process—not a one-size-fits-all template
Clear, supportive communication throughout
Whether you’re equity-curious or already committed to structural change, a gender audit can be your next strategic step.
