Diversity & Inclusion Professional Certificate

This framework is relevant to all organizations, whatever their size, sector and level of maturity. The standard recognises that each organisation is different and that decision-makers are best placed to determine the most appropriate approach according to their organisation’s context.

In the standard, “valuing people” is not confined to the calculation of directly quantifiable monetary value; the term is used in recognition that “value”, defined as the inherent and unique merit and worth of people, connotes the actual – or potential – contribution that people at all levels in the organisation make as a result of their capabilities, knowledge, skills, networks, experience, attitudes and insights.

Developing an inclusive workplace requires an ongoing commitment to Diversity and Inclusion (D&I) to address inequalities in organisational systems, policies, processes, and practices as well as people’s conscious and unconscious biases and behaviours.

This international standard provides guidelines to organizations on diversity and inclusion, D&I principles, practices, approaches, methods, and mechanisms, to enable and support equity, fairness, equality, and accessibility in workplace contexts. It recognises that each organisation is different and that decision-makers need to determine the most appropriate approach to integrate D&I into the organisation’s business processes, based on the organisation’s context. It can also foster consistency and fairness in the management and development of people in the supply chain, the delivery of the organisation’s products and services, and the interaction with other stakeholders.

This Program ISO Standards guidance and methods, and is structured to:

a) Present a set of Principles that demonstrate ongoing commitment to valuing diversity and inclusion (D&I) that should be fostered by governing bodies and leaders.

b) Provide guidance on D&I Roles and Responsibilities, which Includes Framework, Outcomes, Actions, and Measures to foster development of an inclusive workplace.

c) Identify Roles and Responsibilities that would be accountable for achieving the potential D&I outcomes.

d) Identify Outcomes of leveraging diversity through inclusiveness, such as increased workforce engagement, creativity, innovation, productivity, and retention.

e) Identify diversity and inclusion (D&I) Actions (using a plan-do-check-act approach), which can lead to the desired outcomes.

f) Identify Measures for assessing effectiveness of the D&I Actions to address D&I risks, opportunities, impacts and outcomes.