Diversity: Driving action in workplace diversity and inclusion: five key questions

Rachel Hopkins, Chief Executive at Diversity Works NZ, shares the most common questions she gets asked about workplace diversity and inclusion. And with no 'right' answers, Rachel shares some of the findings of a recent diversity survey and gives an insight into what actions may make sense for your organisation.

The most common questions we get asked about workplace diversity and inclusion are “where do we start?” and “how can we do better?”.

Wherever you are now is the right place to start. There are no 'right' answers, just actions that make sense for your organisational purpose, actions that help you reach your goals faster and actions that engage your team and your communities in positive progress.

The 2019 New Zealand Workplace Diversity Survey is carried out annually by Diversity Works New Zealand in partnership with Massey University to identify workplace diversity priorities. From the results this year, we developed

five questions for people leaders committed to doing workplace diversity and inclusion well. These questions might lead to the right actions for your organisation.

1. Do you have programmes or interventions in place to ensure you meet your gender equity targets and are you on track?

Gender equity ranked significantly higher this year than last. But simply having a policy on 'better gender equity' is not enough.

Vector Limited was the winner of the 2019 Empowerment Category in the 2019 Diversity Awards NZ™ because of the targets and metrics that it put in place to measure female participation, promotion and contribution to organisational success. Fisher and Paykel Healthcare was Highly Commended in the same category because of the scientific approach it took to analysing the gaps in pay, participation and promotion to inform its action plan.

2. What initiatives do you have for engaging your aging workforce?

Aging was the only diversity issue considered less important by organisations in 2019 than it was in 2018 and it remains the diversity

issue for which businesses are least likely to have a programme or policy in place to address. With 20 per cent of our workforce aged over 55, and the over-65 demographic set to double in the next decade, this isn’t good risk management or workforce planning.

Coca-Cola Amatil (CCA) is launching an Alliance Partner project in October 2019 to help Diversity Works NZ members deliver positive transitions to active work and retirement options for aging workers. One of the leaders of this project is 2017 Diversity Awards NZ™ Walk the Talk category winner Fatu Patolo, who is Manager of the Manufacturing and Supply Division at CCA.

3. What action can you take to remove bias from your recruitment and promotion processes?

The 2019 survey revealed a strongly growing awareness of the impact bias has on workplace decision making, particularly in recruitment and promotion. Organisations can put simple strategies in place throughout the whole employee life cycle to mitigate the impact of bias. Usually these don’t involve any extra cost or changes to policy.

The public service Gender Pay Equity Action Plan was launched by the Minister for Women in June 2018. By 1 July 2020, all core public service organisations must have eliminated gender bias from their recruitment and remuneration practices. We are working with our Alliance Partner the State Services Commission (SSC) to help organisations implement SSC guidance on this issue.

4. What initiatives do you have for recruitment and career development for people living with disabilities?

Research shows that the unemployment rate for New Zealand’s 228,000 people of working age living with a disability is 50 per cent higher than the unemployment rate of the total workforce. Yet less than a quarter of organisations responding to our 2019 survey saw this as an issue of importance.

Vector Limited and The Cookie Project were the finalists in the Diversability Category of the 2019 Diversity Awards NZ TM . This category recognises organisations moving beyond accessibility to inclusion of disability in the workplace, and video case studies of both organisations are on our website. Richard Branson and his Virgin Foundation are spearheading this work in organisations globally through the #Valuable500 movement, which is worth checking out.

5. Are all your people leaders confident around implementing your diversity and inclusion policies?

Diversity and inclusion policies are only effective if they are followed throughout your business and used by all staff.

The Department of Internal Affairs was given a Highly Commended accolade by the judges of this years’ Diversity Awards NZ™ in the Work Life Balance Category because of its deliberate investment in supporting middle managers to understand and implement their mental wellbeing vision in their everyday actions.

Keep asking questions Leaders of New Zealand organisations all around the country are asking the same questions as you. Some of them are also taking bold, authentic action that makes positive progress for their teams and stakeholders, and they are happy to share what they’ve learned. Wherever you start is the right place to start. Just get started.

Rachel Hopkins is CEO of Diversity Works NZ, the national body for workplace diversity and inclusion. Through research, education and advice we help organisations do workplace inclusion well and do well because of it. The full 2019 survey and video, and downloadable case studies of all 2019 Diversity Awards NZ™ finalists are available at www.diversityworksnz.org.nz