Putting ISO 30415 at the heart of your DEI approach

Companies that proactively integrate diversity, equity and inclusion (DEI) experience a wide range of benefits from recruitment to improved business performance. Reaching this level, however, requires a structured approach and that is what ISO 30415 provides. Its robust framework helps any company approach and manage DEI with clarity and confidence.

To truly commit on diversity, equity and inclusion (DEI) may require dramatic changes in company practices and perhaps a seismic shift in entrenched attitudes. For example, if it has been normal practice to recruit only candidates with certain degrees for a specific role, a huge pool of talent may be overlooked. Similarly, if the organization has relied on referrals from existing staff to choose recruits, this could perpetuate the current demographics and a homogenous organization.

Going beyond legal requirements to reap benefits

National regulation in many countries address diversity and equality related to gender, race and disabilities, for example. However, the requirements are often cover the first steps to satisfy regulations. Moving beyond regulatory compliance to build a truly diverse, equitable and inclusive culture is what will allow a company to benefit in multiple dimensions. It is also a journey which many organizations, rightly so, find challenging.

Research does show that companies integrating DEI into how they do business experience a wide range of benefits from improved sales and profits and fostering innovation and creativity to building stakeholder trust and aiding recruitment and staff retention. Truly making DEI part of how you operate may not be easy, but a structured approach built on a best-practice standard like ISO 30415 can help.

A major role for the personnel team

In most companies, human resources (HR) is responsible for employment contracts, training, professional development, dispute management and resolution, amongst others. HR’s role in product and services – design, development and delivery, procurement and supply chain management and external stakeholder relationships – may be less.

To succeed, DEI must be included and properly managed in every part of the company.  Moreover, it is top-management commitment and leadership is essential. Without this, on par with other topics like quality, safety, environmental management and information security, true DEI progress and benefits will never be achieved.

However, HR is often allocated the main DEI accountability and responsibility or is at least a key player in planning, implementing and monitoring policies, processes and practices as well as reviewing the company’s effectiveness in achieving its objectives.  This may be a daunting prospect, particularly if DEI is relatively new territory for those involved. HR personnel from the lead downward may need training, such as learning about the subtle differences between equality and equity, how to develop DEI policies and any standard chosen.  It is also important to ensure that the DEI team is comprised of people with specific DEI competence.

To define what DEI is within a specific company’s context is a very important first step after allocating responsibility and accountability. DEI can be perceived as a sensitive and very personal topic for some.  This is where ISO 30415 can help create alignment on definitions and the approach.

ISO 30415 Human resource management – Diversity and inclusion is divided into seven principles areas. It provides a comprehensive and up to date framework to address inequalities in organizational systems, policies, processes and practices. Providing clear requirements, ISO 30415 replaces guesswork with definitions and guidance. It aids in setting metrics and measuring impact. Being international, the standard is suitable for most companies including those operating in multiple geographical and.

Choosing a standard like ISO 30415 provides best-practice guidance for your company. It is most likely applied by many others as well. This means it is possible to learn from their experience and take advantage of trainings and tools available on the market. Moreover, it allows for an external assessment by a certification body like DNV. Such a scored assessment provides an independent view of how the company performs against the standard’s requirements and identifies gaps to be closed. It also results in a verification statement which can be used as proof of commitment and performance in tender processes where required and toward other stakeholders. Undergoing the audit annually will allow for a new statement every year which can be used to provide outside stakeholders evidence of the company’s progress and commitment to DEI.