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
Military
Experience
Geographic
Location
Work
Experience
Age
Education
Work
Style
Sexual
Orientation
Ethnic
Heritage
Gender
Income
Mental/Physical
Abilities and
Characteristic
Race
First
Language
Family
Status
Communication
Style
Primary Dimension
Religion
Organisation
Role And Level
Secondary Dimension
1996. Implementing Diversity by Marilyn Loden. Mc-Graw Hill Publishing, Burr Ridge, IL
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 training
on 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 nonwork 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
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