Elements and Performance Criteria
- Provide diversity input to strategies, policies and plans
- Quantitative and qualitative workplace diversity data is collected, analysed, and used for planning strategies, policies and plans to achieve a more diverse workforce
- Workplace diversity data is compared with data on the diversity of the organisation's client base and the community it serves to ensure strategies, policies and plans are responsive to all stakeholders
- Diversity strategies are developed in consultation with stakeholders, including people from key equity groups and clients
- Effectiveness measures are developed to evaluate the effectiveness and outcomes of workplace strategies, policies and plans in relation to diversity
- Actions to address the implementation of workplace diversity objectives are included in workplace business plans in accordance with organisational requirements
- Reporting and feedback processes are incorporated into strategies and plans in accordance with organisational policy and procedures
- Attract, develop and promote a diverse workforce
- Diversity principles are integrated with and underpin human resources policies and practices in the work area in accordance with the organisation's diversity strategy
- Strategies to increase the recruitment and retention of equity groups and others who don't fit the dominant organisational paradigm are promoted and implemented in the workplace in accordance with legislation, policies and procedures
- Barriers that prevent the recruitment, retention and progression of staff from diverse backgrounds are identified, and strategies developed to address them
- Development opportunities are identified and tailored to address the needs of a diverse workforce in accordance with diversity objectives and resourcing constraints
- Individuals with the capacity to operate in a variety of business and cultural settings are identified and mentored to maximise their contribution to the organisation and its clients in accordance with organisational procedures and diversity objectives
- A harmonious and supportive work environment is created by valuing and promoting the benefitsof a diverse workforce to those working within the business unit and/or the organisation in accordance with diversity objectives
- Monitor diversity outcomes
- Employee data and feedback from staff or interviews are evaluated to identify changes and trends in diversity outcomes for the work area
- Progress against workplace diversity effectiveness measures and policy/legal obligations is regularly monitored, outcomes reported and adjustments made to the diversity strategy or objectives in accordance with organisational procedures, to ensure its continued relevance and success
- Provide diversity input to strategies, policies and plans
- Quantitative and qualitative workplace diversity data is collected, analysed, and used for planning strategies, policies and plans to achieve a more diverse workforce.
- Workplace diversity data is compared with data on the diversity of the organisation's client base and the community it serves to ensure strategies, policies and plans are responsive to all stakeholders.
- Diversity strategies are developed in consultation with stakeholders, including people from key equity groups and clients.
- Effectiveness measures are developed to evaluate the effectiveness and outcomes of workplace strategies, policies and plans in relation to diversity.
- Actions to address the implementation of workplace diversity objectives are included in workplace business plans in accordance with organisational requirements.
- Reporting and feedback processes are incorporated into strategies and plans in accordance with organisational policy and procedures.
- Attract, develop and promote a diverse workforce
- Diversity principles are integrated with and underpin human resources policies and practices in the work area in accordance with the organisation's diversity strategy.
- Strategies to increase the recruitment and retention of equity groups and others who don't fit the dominant organisational paradigm are promoted and implemented in the workplace in accordance with legislation, policies and procedures.
- Barriers that prevent the recruitment, retention and progression of staff from diverse backgrounds are identified, and strategies developed to address them.
- Development opportunities are identified and tailored to address the needs of a diverse workforce in accordance with diversity objectives and resourcing constraints.
- Individuals with the capacity to operate in a variety of business and cultural settings are identified and mentored to maximise their contribution to the organisation and its clients in accordance with organisational procedures and diversity objectives.
- A harmonious and supportive work environment is created by valuing and promoting the benefits of a diverse workforce to those working within the business unit and/or the organisation in accordance with diversity objectives.
- Monitor diversity outcomes
- Employee data and feedback from staff or interviews are evaluated to identify changes and trends in diversity outcomes for the work area.
- Progress against workplace diversity effectiveness measures and policy/legal obligations is regularly monitored, outcomes reported and adjustments made to the diversity strategy or objectives in accordance with organisational procedures, to ensure its continued relevance and success.