Driving lasting change: A framework

In a globalised world, the business case for diversity management cannot be ignored. Being an organisation that focuses on diversity can have strong influence on the bottom line, reducing absenteeism, accelerating innovation and improving employee engagement. 

Benchmarked against international best-practice organisations, the Diversity and Inclusion Maturity Model is a guide to help HR leaders, executive teams and stakeholders understand the business case for D&I, measure their current diversity management, and make a plan for the future.

The Model - or Framework - is two-fold in purpose.
The first is to help diversity and inclusion practitioners engage their leadership and executive teams, explain the business case for D&I, and gain stakeholder buy-in.

The second is for HR and D&I practitioners to have a quick reference guide on how to improve diversity management in their organisation, give them resources to drive change and case studies for benchmarking.

Download the Framework for executive buy-in
Download the Maturity Model overview 


Get started with D&I best practice with this handy webinar

Join HR and Diversity and Inclusion leaders Michelle Phipps FCPHR and Chris Lamb FCPHR as they discuss how the Maturity Model can help you progress D&I in your organisation - whatever your starting point.


The Three Levels of Maturity 

All organisations fall into three categories - 'levels' - of diversity management. Each level is a representation of the effort and focus organisations place when it comes to diversity, inclusion and equity in their strategy.

Level One - Way we comply

Being at level one is compulsory for all Australian organisations. Level one organisations comply with Government-mandated policy such as fair work acts and anti-discrimination laws. A level one organisation has yet to implement D&I initiatives beyond the minimum required, but have good groundwork to launch them from. It will take effort and constant improvement to avoid sliding back down, but the benefits are worth it.

Level Two - Way we change mindsets and behaviours

A level two organisation has moved beyond a tick-in-the-box approach, and gained leadership buy in to drive greater diversity management. They have established D&I programs, unconscious bias training and actively promote diverse events. They have yet to unlock the full business benefits that level three organisations enjoy, but they are well on their way and, given enough time, their culture will shift and evolve.

Resources to help you achieve Level Two

Diversity & Inclusion Strategy
AHRI - Diversity-and-inclusion
AHRI Diversity and Inclusion Maturity Model
AHRI - Strategies to Improve Diversity in the Workplace
AHRI 35 Tips to Improve D&I in the Workplace
AHRI - D&I Resources 
DCA - Planning your D&I approach
McKinsey - Delivering Through Diversity
Deloitte - Business case for Customer Diversity
DCA - Inclusion at Work Index

Global D&I Benchmarketing
The Centre for Global Inclusion - Global D&I Benchmarking
DCA Inclusion @ Your Work Index
AHRI, DCA, SYD Uni Benchmarking Diversity & Inclusion Practices in Australia Report
Benchmarking D&I practices in Australia Report

Gender Insights & Research
AHRI - Gender Equity
Male Champions of Change
Chief Executive Women
Workplace Gender Equality Agency (govt compliance and employer of choice)

Reconciliation Action Plan 

Cultural & Faith Diversity
AHRC - Leading for Change
AHRI - Beyond the Pale - Cultural Diversity on ASX Boards
DCA - Counting Culture
DCA - Creating inclusive multi-faith workplaces
DCA - Cracking the Glass Cultural Ceiling
UN - International Days

Disability & Accessibility Insights and Research
AHRI - Disability Employment

LGBTIQ+ Insights & Research

Age Diversity
AHRI - Ageing Workforce
DCA - Age Diversity

AHRI - Flexibility in the Workplace 
WGEA - Flexibility for Managers

Level Three - Way we do business

A level three organisation has ingrained diversity and inclusion into the very DNA of their organisation. D&I is employee-led, supported by all and is a critical part of their wider operational strategy. Level three organisations become leaders and change-makers, ultimately giving back to the community in presentations at conferences and forums, and their programs are AHRI Award-winning.