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.
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.
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.
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.
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.
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