Diversity management
In many countries, societies have become much less homogenous due to population movement and shifting attitudes towards gender, race, religion sexual orientation and other differences. Whether due to discrimination laws or as a voluntary or growth strategy, businesses are changing attitudes toward the ideal make-up of their workforces.
Before the concept of diversity, equity and inclusion (DEI) became mainstream, the first element – diversity – was considered the most important and is still the area that is concentrated on by many companies. However, those organizations that want to demonstrate their commitment to diversity could benefit from embracing a full diversity and inclusion (D&I) management system that can be certified to the ISO 30415 standard.
What is diversity management?
Diversity management is a dynamic and ongoing process that requires a sustained commitment to inclusion. The goal is to create a fair, equitable and psychologically safe work environment that is comprised of and benefits from individual differences, maximizing on the potential of all employees.
At its core, diversity and inclusion management is about creating a culture where every employee feels valued and empowered to contribute to the organization's success. It goes beyond mere compliance with anti-discrimination laws and focuses on implementing policies and practices that promote diversity in all aspects of business operations, from recruitment and hiring to training, development, and advancement opportunities.
Organizations excelling in managing diversity and inclusion recognize that a diverse workforce brings a wealth of experiences and insights that can lead to innovative solutions and a competitive edge in the marketplace. For them, diversity is not about quotas; it's about creating an environment where differences are celebrated as a strength for the company to succeed.
It all starts with leadership commitment, but an effective and strategic diversity management is a dynamic process that requires continuous involvement and effort from all levels of the organization.
Types of diversity managements
DEI management encompasses various types that cater to different aspects of the workplace to ensure that the organization's approach is comprehensive and effective. Each plays a vital role and by addressing the various dimensions of diversity, organizations can ensure that all employees feel valued and have the opportunity to contribute to the organization's success.
Discover more about the management of diversity and inclusion in the workplace.
Demographic diversity management
Demographic diversity management focuses on the attributes of individuals that can be the basis for discrimination, such as age, race, gender, and physical abilities. It aims to ensure that these demographic groups are fairly represented and treated within the organization and may involve affirmative action plans, diversity quotas, and targeted recruitment strategies to increase share of underrepresented groups.
Cognitive diversity management
Cognitive diversity management values the different ways in which people think, learn, and solve problems. It recognizes that diverse cognitive skills and styles can greatly enhance creativity and innovation within teams. Organizations may use personality assessments, cognitive ability tests, and team-building exercises to foster cognitive diversity.
Organizational diversity management
Addressing the diversity within the organization's structure, including various departments, job functions, and levels of hierarchy, organizational diversity management promotes cross-functional teams, job rotation programs, and mentorship opportunities. It ensures that employees from all parts of the organization can contribute with their unique skills and perspectives.
Global diversity management
In today's international business environment, global diversity management is crucial. It focuses on cultural and geographical diversity, aiming to integrate and respect the diverse cultural perspectives of a global workforce. This may involve cultural competency training, language courses, and policies that support international assignments and collaborations.
Examples of diversity and inclusion management
Effective diversity and inclusion management is fostered by strategies that align with the ISO 30415 standard’s aims and requirements.
One example of actions is an unbiased recruitment and promotion process that attracts diverse candidates. Organizations can benefit from recruitment strategies that minimize unconscious biases, such as using software that anonymizes applications, ensuring diverse interview panels, and providing bias training for hiring managers. For promotions, clear criteria and transparent processes help ensure that all employees have equal opportunities to advance.
Another essential element is to create an inclusive and psychologically safe environment where all employees feel welcome and valued for who they are and their point of view. This can be achieved through company-wide initiatives to make employees feel included for who they are and safe to learn, contribute and challenge the status quo.
Establishing Employee Resource Groups (ERGs) can contribute significantly. ERGs are voluntary, employee-led groups that provide support, networking opportunities, and a sense of community among members. In addition, regular training sessions can help employees understand the importance of diversity and inclusion, recognize unconscious biases, and learn how to communicate effectively across differences.
Outside of the organization itself, diversity and inclusion can be encouraged through supplier diversity programs that not only supports diversity and economic inclusion but also brings a variety of perspectives and ideas to the organization.
The ISO 30415 management system standard puts forth guidance on diversity management and certification to the standard helps organizations track progress and identify areas for improvement. Moreover, it provides transparency, which helps hold the organization accountable and ensures that diversity and inclusion remain a priority.
