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 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 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 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