Human Resource Management Life Cycle: Clause 8.0: ISO 30415: 2021: Diversity, Equity and Inclusion

2.      Identification of workforce knowledge, skill and ability.

2.      Possible opportunities and risks related to DEI.

3.      Clear identification of workforce knowledge, skill and ability.

4.      Collect data about existing workforce composition considering demographic profile, sector, regions etc.

5.      Compare it with existing workforce availability to identify demographic underrepresentation and DEI Risks and opportunities.

2.      Trends about the existing gap.

2.      Identification of possible risks and opportunities related to workforce planning.

3.      How to become a more inclusive organization.

2.      Pay and benefits could be fixed, partially variable, performance-linked etc.

3.      Benefits can be non-monetary like paid leave, retirement benefits, health care, flexible time etc.

2.      Evaluate and benchmark the role value.

3.      Pay and benefits decisions to be fair, equitable & transparent and communicated clearly.

4.      Identify anomalies in remuneration related to gender, geographic location etc.

5.      Collect data related to satisfaction with remuneration and reports.

2.      Level of satisfaction or dissatisfaction about fairness in remuneration and related policies.

3.      Measure the gap and anomalies related to gender, geographic location etc.

2.      Equal pay for work of equal value.

3.      Pay anomalies and disparities are addressed.

2.      To broaden the candidate pool, use diverse and accessible recruitment channels.

3.      While screening, assessing and selecting, should be aware of the possible bias, disparity in gender, socio-economic disparity and demographically under-represented groups.

2.      Develop and use transparent, fair and non-discriminatory practices to manage potential conscious and unconscious bias including automated HR system algorithms.

3.      Use inclusive language in job promotion and advertising.

4.      Communicate DEI principles and objectives to the recruitment agencies.

5.      Clear job description to demonstrate required knowledge, skill and abilities from various cultural backgrounds.  

2.      Number of offers accepted and not accepted with reasons.

3.      Workforce turnover and retention data.

2.      Identification and address of risks related to bias and discrimination during recruitment.

2.      Introduction about the organization’s initiatives related to DEI.

2.      Identify individual requirements regarding work environment, facilities and technology including any specific individual need like health condition impairment etc.

3.      Identify individual requirements for learning and development like mentoring, and coaching (under-representation demographic).

4.      Communicate and promote the expectations related to diversity, equity and inclusion.

5.      Provide information about resources like helpline number, ERG (Employee Resource Group), and how to resolve DEI-related issues or people complaints.

2.      Number of occasions and types of DEI support people used like ERG, helplines etc.

3.      The number of development opportunities like coaching and mentoring.

4.      The number of complaints related to bias and discrimination.

5.      Number of people staying or leaving within 6 months of completing onboarding.

2.      Employees are aware of and understand the importance of DEI.

3.      People know how to access policies and resources and where to go for help and support for issues related to harassment, discrimination, retaliation and whistleblowing.

2.      Learning needs to be identified during recruitment, onboarding and performance management reviews.

3.      Formal and informal approaches for learning and development like online, individual, on the job, coaching, mentoring etc.

2.      Identify individual and organizational needs and provide adequate resources.

3.      Integrate DEI principles in the learning and development process.

4.      Use inclusive, knowledgeable and experienced trainers, coaches and mentors who reflect a wide range of perspectives, abilities, values and beliefs.

2.      Evaluation of feedback and satisfaction level.

3.      Evaluate the impact of learning and development on the organization’s outcome.

2.      Equal access and opportunities to all groups of people.

3.      People develop skills and confidence to recognise, challenge and address bias and discrimination.

2.      Performance management should encompass recognizing and rewarding inclusive behaviour and addressing biased and discriminatory behaviour.

2.      Define performance management objectives linked with DEI principles and objectives.

3.      Provide constructive feedback and identify areas for improvement.

4.      Monitor performance management outcomes to identify potential rater bias and disparity.

5.      Review the performance management process to ensure that DEI principles are embedded and are fair, impartial constructive and inclusive.

2.      Any adverse and disproportionate impacts.

3.      Level of satisfaction and dissatisfaction with the performance management system.

2.      Bias and discrimination in the performance management system are challenged and addressed.

2.      Identify a diverse pool of potential successors ready now or in the future, to assume leadership roles and critical positions.

2.      Communicate in an accessible, inclusive and transparent manner.

3.      Identify the possible risk related to bias when identifying people for succession planning.

4.      Ensure that people from demographically underrepresented groups are aware, have access, and are supported through mentoring.

2.      The number and types of complaints.

3.      Reported level of satisfaction and dissatisfaction.

2.      Systematic and periodic review to check whether diverse pool of potential successors.

3.      Effectiveness of personal development plan identified as potential successors.

2.      It can include temporary assignment, expatriation, in-patriation and repatriation.  

3.      Ensure inclusive, proactive and systematic risk management approach related to flexibility, health, safety, well-being, immigration and other factors.

2.      Recognise and respond to individual and family circumstances that can influence the decision to accept or decline the work assignment or relocation.

3.      Ensure that individuals who decline the offer are reconsidered for the future assignment without any bias.

4.      Collect data about satisfaction and dissatisfaction.

5.      Review workforce mobility decisions to identify and address any potential bias and demographic under-representation.

2.      Number and type of complaints related to the workforce mobility process.

3.      Reported level of satisfaction and dissatisfaction about fairness.

2.      Everyone is made aware of the mobility policies and opportunities.

3.      The broadest range of people is represented in the work assignment outcome.

2.      Policies, processes and practices for cessation should be transparent, and implemented impartially, sensitively and respectfully, with due regard to confidentiality, wellbeing and health.

2.      Ensure the criteria for redundancy and severance are non-discriminatory.

3.      Provide the opportunity for consultation, concern and appeal mechanism and support from ERG.

4.      Collect data by diversity dimension on workforce turnover and attrition resulting from resignation, retirement, redundancy and dismissal.

5.      Collect solicited and unsolicited feedback through different mechanisms like exit interviews, social media etc. to ascertain the organization’s image as an inclusive employer.

6. Provide a channel so that people can remain connected after their employment has ended.

7.      Investigating and resolving complaints of bias and discrimination in the decision-making process.  

2.      Trends in solicited and unsolicited feedback on cessation of employment.

3.      Monitor the exit interview data.

2.      Consultation mechanism with individuals like ERG.

3.      The organization has a reputation as an inclusive employer.