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Diversity Index

  • Diversity Index is an innovative tool to measure diversity at workplace in the Slovak conditions. It is suitable for all employers of private and public sector regardless of the number of their employees, seat, ownership structure, sector or type of business, turnout of a company or annual budget of an organisation.
  • Individual parts of the Diversity Index address different aspects of diversity at workplace and take into account employment of different vulnerable groups.
  • The Diversity Index contains 34 questions, to be answered by choosing from the options offered.
  • It takes approximately 30 minutes to complete the questionnaire. If you are conducting the first self-assessment of diversity and non-discrimination at your workplace, it can take you approximately 60 minutes to fill in the questionnaire.
  • The questions include tooltips that can guide you to answer the questions the most accurately.
  • Some questions require a simple calculation. Please round the values calculated by your company or organisation to one decimal place.
  • To fill in the Diversity Index questionnaire, you will need the following:
    • Core documents of your company or organisation (e.g. strategies, policies, rules of organisation, internal regulations of the employer or Code of Ethics);
    • Basic information about the employees of your company or organisation (e.g. the number of employees and their structure according to gender, age etc.);
    • Basic information about activities in the area of diversity, corporate social responsibility or responsible business conduct of your company or organisation (e.g. supporting or participating at welfare projects etc.);
    • A calculator.
  • The maximum score that can be achieved is 100.
  • Based on the overall score, the Diversity Index will qualify your company or organisation into one of four categories, either as diversity beginner, diversity explorer, diversity pioneer or diversity champion.
  • You can download the full wording of the Diversity Index Questionnaire (pdf, docx).
  • If you need help of advice in filling in the Diversity Index questionnaire, do not hesitate to contact info@snslp.sk

Personal data

Name and surname*

your@email.com*

Company name*

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Chybova hlaska

More information.

1.

1. Has your company or organisation strategy or other diversity management policy A document adopted internally by a company or organisation that includes its values and strategic objectives. The company or organisation can have strategies and policies also for other related issues, e.g. to support local communities, mitigate impacts on climate change, promote sustainable development or protect human rights etc. at workplace?

2.

2. Is your company or organisation a signatory of the Diversity Charter Slovakia? Diversity Charter Slovakia is a voluntary initiative of companies and organisations to promote inclusion and diversity at workplace. It was established in 2017 and upon signature, the companies and organisations bind themselves to respect diversity and inclusion at workplace.

3.

3. Has your company or organisation established a concrete mechanism Mechanism to handle discrimination complaints is a transparent tool with independent structures, which a victim of discrimination or other person (e.g. a witness) can use to safely report discrimination at workplace. It covers all processes to resolve the complaint –receipt, screening, assessment, selection of an appropriate solution and its implementation. and procedures to handle complaints alleging discrimination Discrimination can have several different forms –e.g. direct discrimination, indirect discrimination, incitement to discrimination and victimization. The most common forms at workplace are direct and indirect discrimination, as well as various forms of harassment based on gender, ethnic origin, disability, age, sexual orientation or other status.?

4.

4. Is education on prevention of discrimination and promotion of diversity at workplace included in courses and trainings provided within internal education in your company or organisation?

5.

5. Do processes for recruiting new employees at your company or organisation promote diversity at workplace and act preventively against possible discrimination?

6.

6. Does your company or organisation present in its external communication materials, at social media and website various vulnerable groups and use inclusive language?

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16%

Gender equality

1.

7. What is the participation of women in top management Top management represents an individual or group of individuals that manages or controls the company or organisation at the highest level. It includes people entitled to delegate competences and allocate financial resources. E.g. a statutory body (regardless its name), an administrative board, a board of supervisors, a bureau etc. of your company or organisation as compared to the gender situation in the collective of workers as a whole?

Calculation

the number of women in top management

overall number of persons in top management

Calculate

Result:

2.

8. How big is the gender pay gap Gender pay gap is the difference between the average gross hourly earnings of men and women employed in the company or organisation expressed as a percentage of the average gross hourly earnings of men employed in the company or organisation. at your company or organisation?

Calculation

men's wage

women's wage

men's wage

Calculate

Result:

3.

9. How big is gender pay gap in top management of your company or organisation?

Calculation

wage of men in top management

wage of women in top management

wage of men in top management

Calculate

Result:

4.

10. Has your company or organisation implemented a strategy or other policy to promote gender equality Gender equality means equal social status of men and women in all areas of public and private life. It aims to secure full social recognition based on individual qualities and abilities. More broadly, it means fair treatment of women and men considering their specific needs and situations in life. at workplace?

5.

11. Has your company or institution established a particular mechanism and processes to handle complaints alleging sexual harassment Sexual harassment is verbal, non-verbal or physical behaviour of a sexual nature whose aim or consequence is or may be an interference with the dignity of a person and which creates an intimidating, humiliating, degrading, hostile or offensive environment.?

6.

12. Has your company or organisation adopted measures to promote gender balance in decision-making Gender balance in decision-making means participation of women or men at any decision-making body of a company or organisation that is higher than 40 %, i.e. the parity threshold.?

7.

13. Does your company or organisation conduct a gender audit Gender audit is a tool for implementing gender equality into activities and operation of companies and organisations. It includes a combination of various techniques in order to establish the level of gender equality and set up recommendations to improve the situation, as well as recognising implementation of gender aspects. at workplace?

8.

14. Does your company or organisation use a gender-neutral language Gender-neutral language is a non-sexist and inclusive language that aims to avoid using biased, discriminating and degrading words or words referring only to one sex or gender. In Slovak, it means mainly avoiding the generic masculine and referring to individuals by gender-neutral terms or using both male and female denominations. and seeks to present balanced and non-stereotyped portrayal of men and women in its external communication materials, at social media and at its website?

9.

15. Has your company or organisation established its own childcare facility A childcare facility is a nursery, kindergarten or child zone. ?

10.

16. Does your company or organisation allow its employees to use  flexible forms of work Flexible forms of work include e.g. a part-time work, job sharing, home office/teleworking, flexible working time, compressed working time, working time account etc.?

11.

17. What is the proportion of fathers on maternity or parental leave as compared to the total number of employees on maternity or parental leave at your company or organisation?

Calculation

number of fathers on maternity or parental leave

total number of persons on maternity or parental leave

Calculate

Result:

12.

18. Has your company or organisation introduced programs for maintaining contact with employees on maternity or parental leave and upon return?

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32%

Health disabilities

1.

19. What is the proportion of persons with disabilities at your company or organisation as compared to the statutory obligation for employing persons with disabilities The company or organisation is obliged to hire persons with disabilities, if it has at least 20 employees and if the Office of Labour, Social Affairs and Family registers persons with disabilities in the jobseekers registry. Accordingly, the number of employees with disabilities should represent 3,2 % of all employees.?

2.

20. What is the proportion of persons with disabilities in top and What is the proportion of persons with disabilities in top and Disability pay gap is a difference between the average gross hourly rate of a common employee and an employee with disability expressed as a percentage of a gross hourly rate of a common employee. of your company or organisation as compared to the total number of employees with disabilities?

3.

21. How big is the disability pay gap Reasonable accommodations are any changes concerning the job position or working environment necessary to enable a person with disability to apply for work positions, undertake them, grow or undertake professional training. E.g. installation of a ramp, securing parking spot or allowing home office. at your company or organisation?

4.

22. Has your company or organisation adopted reasonable accommodations Reasonable accommodations are any changes concerning the job position or working environment necessary to enable a person with disability to apply for work positions, undertake them, grow or undertake professional training. E.g. installation of a ramp, securing parking spot or allowing home office. for ensuring accessibility of workplace The company or organisation ensures accessibility of workplace by using universal design, i.e. product design and accommodations providing useability for all persons without the need of further adaptations. Company or organisation considers all aspects of workplace that negatively affect personal mobility and orientation in space and use of individual abilities. including physical environment, infrastructure, IT services and services for persons with disabilities?

5.

23. Has your company or organisation adopted a strategy to promote employment of persons with disabilities Company or organisation has a separate policy or strategy reflecting provisions of the Convention on the Rights of Persons with Disabilities, which can also be included in other policy document. It shall include particular measures to promote employment of persons with disabilities, e.g. plan of elimination of barriers at workplace.?

6.

24. Are the materials, intranet and website of your company or organisation available in accessible versions for persons with disabilities The website uses alternative text and modules to change the font size, has the correct contrast, audiovisual elements include subtitles, its functionalities can be used through a keyboard, provides sufficient time to read, includes easy-to-read texts, its content is showed predictably and is compatible with other compensation tools.?

7.

25. Do employees of your company or organisation have access to trainings aimed at inclusion of and communication with persons with various specific needs?

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48%

Age diversity

1.

26. What is the proportion of women older than 55 years Women in a senior age belong to the most disadvantaged groups at the labour market. as compared to the number of men older than 55 years employed at your company or organisation?

2.

27. How big is the wage gap by age Wage gap by age is defined as a percentage of a difference between the average gross hourly wage of employees over 55 years of age and the overall average gross hourly wage of all employees. at your company or organisation?

Calculation

average wage at your company or organisation

average wage of persons older than 55 years

average wage at your company or organisation

Calculate

Result:

3.

28. Has your company or organisation adopted a strategy or programs to promote employment of persons older than 55 years?

4.

29. Has your company or organisation adopted a strategy or programs aimed at promoting employment of graduates without experience at the labour market?

 

 

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64%

LGBTI diversity

1.

30. Does your company or organisation provide family benefits also to same-sex couples?

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31. Does your company or organisation support employees belonging to LGBTI communities LGBTI+ communities include persons that have other than heterosexual sexual or romantic orientation and/or other than cis gender identity and/or do not belong to the binary definition of sexes. at workplace?

3.

32. Does your company or organisation support transgender (trans) employees Trans persons or transgender persons are persons that do not relate to the sex/gender assigned to them upon birth. at workplace?

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80%

Ethnic and religious diversity

1.

33. Does your company or organisation promote employment of persons belonging to other than majority ethnic or religious groups at workplace within its diversity management strategy or programs for employing persons of other ethnic groups?

2.

34. Does your company or organisation consider cultural and religious specificities of persons of other than majority ethnic or religious groups through “soft measures”?

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96%
Chybova hlaska