Elements and Performance Criteria
- Research opportunities for workforce diversity
- Review current organisational practices for recruiting, training, and promoting staff
- Review current data on staff turnover, workforce demographics and local, regional and international population demographics
- Identify and assess factors that affect current and future supply of workers
- Assess opportunities for diversity within the organisation
- Provide recommendations that support valuing and leveraging diversity to improve organisational practices and meet regulatory requirements
- Develop diversity workforce objectives and strategies
- Establish objectives to enhance diversity within the organisation, including considerations such as the modification or retention of the workforce to enhance inclusivity and training and development opportunities for all cohorts
- Establish management strategies that support valuing and leveraging diversity
- Communicate objectives and rationale to relevant stakeholders
- Obtain agreement and endorsement for diversity objectives and establish targets
- Improve overall organisational diversity practices by developing contingency strategies in areas of identified need, that incorporate unrepresented and underrepresented population cohorts
- Implement initiatives to support diversity workforce planning objectives
- Implement action to support agreed objectives that aim to increase opportunities for unrepresented or underrepresented population cohorts
- Incorporate the need for skilled labour to meet organisational needs and the possible use of government labour market programs for training and development purposes into implementation initiatives
- 3.3 Implement strategies that leverage diversity to assist in meeting the organisation's workforce diversity objectives
- Implement a succession planning system to ensure workers from diverse backgrounds are developed and retained
- Implement appropriate programs, to ensure compliance with regulatory and ethical requirements
- Implement programs that support valuing and leveraging diversity in the workplace
- Monitor and evaluate workforce trends
- Review workforce planning objectives against exiting employees, workforce changes and the local population
- 4.2 Monitor labour supply trends for areas of over or under supply in the external environment with a view to correcting cohort representational issues within the organisation's workforce
- Monitor effects of labour trends on demand for labour
- Refine objectives and strategies in response to internal and external changes and make recommendations in response to global diversity issues
- Regularly review government policy on labour demand and supply, focussing on opportunities for unrepresented or underrepresented population cohorts
- Evaluate effectiveness of change processes against agreed objectives in order to promote the leveraging of diversity in the workplace