Diversity management
In many countries, societies have become increasingly diverse due to population movement and evolving attitudes toward gender, race, religion, sexual orientation, and other forms of difference. As a result—whether driven by anti‑discrimination legislation, voluntary initiatives, or strategic growth ambitions—businesses are reassessing what an ideal workforce looks like.
Before the broader concept of diversity, equity, and inclusion (DEI) entered mainstream practice, the primary focus for many organisations was simply diversity. While this remains a key priority, companies seeking to demonstrate a deeper and more credible commitment to inclusion can benefit from adopting a comprehensive Diversity and Inclusion (D&I) management system aligned with the ISO 30415 standard.
What is diversity management?
Diversity management is a dynamic, ongoing process that requires a sustained commitment to inclusion. It aims to create a fair, equitable, and psychologically safe work environment, that both reflects and benefits from individual differences, enabling every employee to reach their full potential.
At its core, diversity and inclusion management is about creating and fostering a culture where every employee feels valued and empowered to contribute to the organisation's success. It extends beyond simple compliance with anti-discrimination legislation and focuses on implementing policies and practices that promote diversity across all areas of business operations – from recruitment and hiring to training, development, and progression.
Organisations that excel in managing diversity and inclusion in the workplace understand that a diverse workforce brings a wealth of experiences, insights, and perspectives, leading to more innovative solutions and stronger competitive advantage in the marketplace. For these businesses, diversity is not a matter of quotas; but rather about cultivating an environment in which differences are recognised and celebrated as a source of organisational strength.
Effective, strategic diversity management begins with strong leadership commitment, yet it remains a dynamic process that demands continuous engagement and effort from every level of the organisation.
Types of diversity managements
DEI management encompasses a range of approaches that address different aspects of the workplace to ensure that an organisation’s approach is both comprehensive and effective. Each element plays a vital role, and by recognising and addressing the various dimensions of diversity, organisations can create an environment in which all employees feel valued and are empowered to contribute to an organisation’s success.
Demographic diversity management
Demographic diversity management focuses on individual characteristics that may be subject to discrimination, such as age, race, gender, and physical abilities. Its purpose is to ensure that these demographic groups are fairly represented and equitably treated within the organisation. This approach may include measures such as affirmative action initiatives, diversity targets, and targeted recruitment strategies designed to increase the representation of under‑represented groups.
Cognitive diversity management
Cognitive diversity management values the different ways in which people think, learn, and solve problems. It recognises that diverse cognitive skills and working styles can significantly enhance creativity and innovation within teams. To support this, organisations may use personality assessments, cognitive ability tests, and team‑building activities to encourage and strengthen cognitive diversity.
Organisational diversity management
Organisational diversity management addresses the diversity within an organisation's structure, this includes the various departments, job functions, and levels of hierarchy. This approach to diversity management encourages the use of cross‑functional teams, job‑rotation programmes, and mentorship opportunities. It helps ensure that employees from all areas of the organisation can contribute their unique skills and perspectives.
Global diversity management
In today's international business environment, global diversity management is crucial. It focuses on cultural and geographical differences, aiming to recognise, integrate, and ultimately respect the diverse and varied cultural perspectives that come as a result of a global workforce. This may include initiatives such as cultural‑competency training, language courses, and policies that support international assignments and cross‑border collaboration.
Examples of diversity and inclusion management
Effective diversity and inclusion management is supported by strategies that align with principles of the ISO 30415 standard. Participation in programmes such as DNV’s ISO 30415 Diversity and Inclusion Awareness Training can help organisations understand the standard’s requirements and embed inclusive practices across their workforce.
- One key example is establishing an unbiased recruitment and promotion process that attracts and advances diverse candidates and talent. Organisations can strengthen fairness by adopting recruitment practices that reduce unconscious bias. For example, using software that anonymises applications, assembling diverse interview panels, and providing bias‑awareness training for hiring managers. When it comes to promotions, clearly defined criteria and transparent procedures help ensure that all employees have equal opportunities to progress.
- Another essential element is to create an inclusive and psychologically safe environment where all employees feel welcome, valued, and able to express their perspectives. This can be achieved through company-wide initiatives that foster a sense of belonging and encourage employees to learn, contribute, and challenge established ways of working.
- Establishing Employee Resource Groups (ERGs) can play a significant role. ERGs are voluntary, employee-led groups that provide support, networking opportunities, and a sense of community. Alongside ERGs, regular training sessions can help employees understand the importance of diversity and inclusion, recognise unconscious bias, and communicate effectively across differences.
- Beyond internal practices, organisations can promote diversity and inclusion through supplier diversity programmes. These not only support economic inclusion but also introduce a wider range of perspectives and ideas into the organisation.
The ISO 30415 management system standard provides comprehensive guidance on diversity management. Certification to the standard enables organisations to track progress, identify areas for improvement, and enhance transparency. This accountability helps ensure that diversity and inclusion remain firmly embedded as organisational priorities.
