Standards Development

Scope

This PAS provides recommendations for practical steps that any organization can take to help them develop and implement an effective framework to help support diversity, equality/equity and inclusion in their workplace(s).

The PAS shows organizations how to develop and implement policies and practices to support their diversity, equality/equity and inclusion aims and objectives in keeping with their existing principles and framework.

It is intended to be used as a practical implementation guide for other framework standards, such as:

• BS ISO 30415:2021, Human resource management – Diversity and inclusion; and

• BS 76000:2015, Human resource – Valuing people – Management system.

Recommendations and guidance as well as standards and principles statements issued by diversity, equality/equity and inclusion organizations, research institutes, government agencies, and other bodies.It covers practical measures for:

a) demonstrating leadership buy-in and commitment to diversity, equality/equity and inclusion at all levels of the organization;

b) incorporating diversity, equality/equity and inclusion principles and objectives into an organization’s internal policies, practices, processes and procedures;

c) establishing the organizational and business benefits of creating and maintaining an effective culture of diversity, equality/equity and inclusion;

d) recruitment and retention strategies that enhance diversity, equality/equity and inclusion;

e) addressing behaviour which is inconsistent with diversity, equality/equity and inclusion principles and supporting people who challenge such behaviour;

f) identifying appropriate diversity, equality/equity and inclusion learning and development needs at all levels within an organization;

g) enabling peer networks to support underrepresented social and cultural groups;

h) recognizing, engaging and supporting underrepresented social and cultural groups;

i) creating inclusive brands, customer engagement and workplace culture, through adapting change management strategies for diversity, equality/equity and inclusion;

j) understanding and implementing concepts such as “diversity of thought”, “dimensions of diversity”, “intercultural competence” and “cognitive diversity”;

k) incorporating the principles of “inclusive innovation” and “inclusive by design” into services, business models, business processes, technology and product development cycle;

l) setting achievable targets and objectives to support continuous improvement; andm) measuring the progress of the organization in creating and maintaining an effective culture of diversity, equality/equity and inclusion.

NOTE 1 Whilst this is a comprehensive list it is not a definitive one; organizations can add measures and actions as applicable to their evolving aims and objectives.

It is applicable to any organization of any size, description, sector, industry or location.It can be applied across all aspects of an organization’s operations including but not limited to:

1) board governance;

2) internal and external stakeholder engagement;

3) human resources and people management;

4) marketing and branding;

5) technology – including new and emerging technologies; and

6) design and development of products and services.

It is intended for use by decision-makers and influencers including, but not limited to:

i) board members and organizational leaders;

ii) operational and management teams;

iii) HR and people professionals;

iv) trade union and employee association representatives;

v) advisors, auditors and investors; and

vi) any individual within the organization looking to promote diversity, equality/equity and inclusion.

This PAS does not cover any local, national, or international existing employment law, regulation or policy.

NOTE 2 It may not be appropriate or legal for an organization to implement one consistent policy across all of its operations due to local laws and regulations, religion or local custom, culture and value and beliefs. For example, it may be possible to apply policy and practice to gender equality, sexual orientation or same sex/gender relationships in some locations but not in others.

QUERY FOR COMMENTERS

Specific feedback required – should the title be:

• Diversity, equality and inclusion in the workplace OR

• Diversity, equity and inclusion in the workplace.