Diversity management in New Zealand’s changing workplaces

Increasingly diverse workplaces

• Four generations working together

• Ageing labour force

• Changing family structures

• One in five NZers has a disability

• Growing ethnic and cultural

diversity

Dimensions of diversity

1996. Implementing Diversity by Marilyn Loden. Mc-Graw Hill Publishing, Burr Ridge, IL

Religion

Geographic

Location

Military

Experience

Education

Communication

Style

Work

Style

Family

Status

Work

Experience

Organisation Role And Level

Income

First

Language

Age Gender

Sexual

Orientation

Ethnic

Heritage

Race

Mental/Physical

Abilities and

Characteristic

Primary Dimension Secondary Dimension

Business benefits of diverse workforces

• Wider talent pool

• Enhanced employment brand

• Increased productivity

• Workforce that reflects diverse

markets

• Diversity drives innovation

Tapping the potential of diversity with EEO

• EEO means employing the best

person for the job

• EEO removes barriers so all

employees have the chance to

perform to their best

• EEO helps maximise the potential of

New Zealand’s diverse population

• EEO improves recruitment and

retention

Legislative context

How does EEO fit into New Zealand’s legislative framework?

• Human Rights Act

- 13 grounds for discrimination

• Employment Relations Act

- flexible working provisions

However, good EEO is more than just complying with the law

Key diversity strategy considerations

• Link diversity to business objectives

• Specify accountability

• Measure results

• Proactively improve organisational

culture

• Seek feedback from diverse

employees

• Assess recruitment and retention

• Encourage high-level champions

Business challenges

• Communication issues

• Resistance to change from within

• Making diversity more than a feel-

good strategy

• Building a supportive culture that

values diversity

• Silo thinking

Valuing diversity - culture

• Does the workforce reflect New Zealand’s diverse population?

• Is the physical environment accessible and safe for all?

• Is the social environment welcoming and inclusive for all?

• Are workplace attitudes and language welcoming and inclusive to all?

• Are employees selected for promotion and trainingon the basis of merit?

Valuing diversity - recruitment

• Use clear and fair job criteria and advertise widely

• When using recruitment consultants relay your EEO expectations to them

• Interview panelists should understand the principles of EEO

• Interview material should be available in a range of formats and the interview location should be accessible to all

What some organisations are doing

• Setting up diversity groups or networking groups

• Appointing heads of diversity• Conducting diversity audits and

offering training• Offering flexible work arrangements

to broaden the talent pool • Holding cultural awareness days,

offering prayer rooms, introducing cultural awareness training etc

• Auditing facilities for disabled people

Work-life initiatives support diverse peoples

• Work-life initiatives enable people to contribute effectively at work and meet their non-work responsibilities

• They recognise the diversity of people’s interests and commitments outside work

Bringing your commitment to life

To guide and demonstrate

your commitment to EEO

formal documentation can

be useful:

• Plan

• Strategy

• Statement of intent

• Policy

Measuring success

• Monitor/review achievements

• Ensure tangible senior management

commitment

• Identify and appoint EEO/diversity

champions

• Live and breath EEO within your

organisation

• Communicate and display

documentation

How the EEO Trust can help

• Diversity practitioners forums for members

• Tailored research and information

• Meetings and presentations for members

• EEO Library resources

• Newsletters, publications, toolkits

• Sample policies available on the EEO Trust

website

• Additional resources available from

www.eeotrust.org.nz