Question

list the six stapes of gathering information​

Answer 1

Answer:

Step 1: Identify issues and/or opportunities for collecting data. ...

Step 2: Select issue(s) and/or opportunity(ies) and set goals. ...

Step 3: Plan an approach and methods. ...

Step 4: Collect data. ...

Step 5: Analyze and interpret data. ...

Step 6: Act on results.

Answer 2

Answer:

Explanation:

Step 1: Identify issues and/or opportunities for collecting data

The first step is to identify issues and/or opportunities for collecting data and to decide what next steps to take. To do this, it may be helpful to conduct an internal and external assessment to understand what is happening inside and outside of your organization.

Some organizations, like FCP and Legislated Employment Equity Plan (LEEP)[21] employers, are given specific direction on what issues should be explored and how data must be collected. Other organizations may have more flexibility to decide when and how to collect information to achieve certain goals. Some of the non-exhaustive questions identified below may apply to a diverse range of organizations and audiences, including employees and service users. Depending on the organization, these questions may be considered at Step 1, or at different stages in a data collection process.

Conduct a review of all policies, practices and procedures applicable to employees, service users or another appropriate audience:

Does the organization have human resources and human rights policies, practices and procedures that are accessible to all employees or to the people they serve?

Does the organization have clear, transparent and fair complaint procedures in place to deal with allegations of discrimination, harassment or systemic barriers?

Have any claims, grievances or allegations been made or received relating to discrimination, harassment or systemic barriers?

Do any signal barriers to persons protected under the Code and/or other individuals/groups in society based on a non-Code ground?

Have any been dealt with appropriately and in accordance with existing polices, practices and procedures?

Explore organizational culture from a human rights, diversity and equity-inclusion lens:

What are the organization's mandate, goals and core values?  

What is the history of the organization?

Are equity, diversity and inclusiveness supported, reflected and promoted by senior leaders throughout the organization?

Are performance measures in place to motivate the achievement of an organization’s strategic human resources, human rights, equity and diversity goals?

ation that is collected. This can be done either before collecting data, as discussed in this step, or after data is collected (see Step 5).