• Are you prepared for these questions at the next Board Meeting, or when your Auditor asks ?

    Are we seeing increasing diversity in our organisation ?

    Do you know if our equity and inclusion posture has changed to meet new challenges ?

    Do we know where we stand organisationally today ?

    Do we have a DEI strategy, are we prepared, what is our plan ?

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    Immigration

    India, Philippines and China are the top 3 countries for skills and talent to New Zealand.

     

    Younger and skilled, the face of the New Zealand work force has been changing, is changing today, and it will continue to change in the foreseeable future.

     

    This brings opportunities and its own set of challenges, and for New Zealand even more so as it alredy grapples bi-culturism, and needs to accomodate a multi-culture workforce.

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    Fertility Rates

    "Global fertility rates have more than halved in 60 years to 2.2 per woman and is still declining. In Western countries including Australia, fertility is well below replacement rate" - Alan Kohler, Australian Broadcasting Corp.

     

    New Zealand, like Australia, is replacing babies with adult migrants.

     

    https://www.abc.net.au/news/2024-08-27/tuesday-finance-with-alan-kohler/104277372

  • ISO 30415: The Standard for Diversity, Equity, and Inclusion

    ISO 30415 is a standard focused on fostering Diversity, Equity, and Inclusion (DEI) within organizations.

    It provides guidelines for creating an inclusive workplace by addressing inequalities in systems, policies, processes, and practices.

    The standard emphasizes values such as equity, fairness, equality, inclusivity, respect, integrity, and valuing individuals.

    Why DEI Standard ISO 30415

    1. Promotes Inclusivity: Encourages a diverse and inclusive workplace, fostering innovation and collaboration.
    2. Enhances Employee Engagement: Higher employee satisfaction and engagement through empowerment and inclusive practices.
    3. Improves Organizational Culture: Creates a positive and respectful work environment.
    4. Supports Business Goals: Aligns DEI initiatives with organizational objectives, driving better business outcomes.

    Benefits of DEI Standard ISO 30415

    1. Increased Innovation: Diverse teams bring different perspectives, leading to more innovative solutions.
    2. Better Decision-Making: Inclusive practices ensure that all voices are heard, resulting in more informed decisions.
    3. Enhanced Reputation: Organizations that prioritize DEI are viewed more favorably by customers, partners, and stakeholders.
    4. Attracts Talent: An inclusive workplace attracts top talent from diverse backgrounds.

  • ISO 30415 & ISO 20000 - COMMONALITIES

    We know and have applied ISO 20000 for IT Service Management; we now extend this to ISO 30415 for Human Resource Management, specifically on diversity, equity & inclusion.

     

    Both standards emphasize a systematic approach to management.

    Continuous improvement is a core principle in both standards.

    Leadership and Accountability are crucial for achieving the objectives of both standards.

    Both provide structured frameworks and guidelines for implementation. 

     

    A customer had a qualified report when auditors have reviewed their IT Service Management processes. We used a combination of ITIL, CMMI and PDCA to address the shortcomings and provide assurance.

    We will use the same approach for HR processes.  

    ISO 20000

    ISO 20000 is the international standard for IT service management.

     

    It provides a framework for organizations to establish, implement, maintain, and continually improve a service management system (SMS).

    The standard covers the entire service lifecycle, including planning, design, transition, delivery, and improvement of services.

    ISO 30415

    ISO 30415 focuses on human resource management, specifically on diversity and inclusion (D&I).

     

    It provides guidelines for organizations to create an inclusive workplace by addressing inequalities in organizational systems, policies, processes, and practices.

     

    The standard emphasizes the importance of equity, fairness, equality, inclusivity, respect, integrity, and valuing individuals.

    Organizational Framework

    Both standards provide a structuredframework for organizations to follow.

     

    ISO 20000 offers a framework for IT service management, and ISO 30415 provides a framework for diversity and inclusion.

    Leadership & Accountability

    Both standards highlight the role of leadership and accountability.

     

    ISO 20000 requires leadership commitment to the service management system, and ISO 30415 emphasizes the responsibility of organizational leaders in promoting diversity and inclusion.

    Stakeholder Engagement

    Both standards recognize the importance of engaging stakeholders.

     

    ISO 20000 involves customers and service providers, while ISO 30415 involves the workforce, governance bodies, and other stakeholders.

    Scalability

    Both standards are designed to be scalable to the needs of different types of organizations, regardless of size, type, or sector.

  • 3 PILLARS OF OUR APPROACH

    1

    ISO 30415

    ISO 30415:2021 as a guide.

     

    This will cover the "must have" and "should have" and evidence observed.

    2

    CMMI

    CMMI maturity assessment.

     

    Examine people, processes, tools & partners.

    3

    PDCA & Lean

    PDCA using Lean for improvement.

     

    Techniques include Hoshin Kanri, Going to Gemba, Kaizen & A3 Problem Solving.

  • PDCA - PLAN DO CHECK ACT

    PLAN

    Scope - agree on the scope

     

    System Scan - the fit of DEI within the total system and other initiatives

     

    Set up, expectations, access, positioning & comms by Executive & Key Managers

    DO

    Meetings and discussions with identified Line Managers & HR personnel

     

    Specific engagement with employees from diverse backgrounds

     

    Focus Groups & Interviews with employees, suppliers and partners

    CHECK

    Check and review findings from meetings against policies, procedures, documentation, systems & metrics

     

    Produce initial DEI Maturity Assessment, Gap Analysis & Report for Management and Executive briefing

    ACT

    Develop Strategy, Roadmap, and Implementation plan

    for improvement using Gap Analysis

  • OUTCOMES

     

    Ready for when the Board or Auditors ask:

    Are we seeing increasing diversity in our organisation ?

     

     - Yes; and this is why, here is where in our organisation, and these are the types of diversity represented

    Do you know if our equity and inclusion posture has changed to meet new challenges ?

     

    - Our analysis has uncovered shortcomings

    Do you know where we stand organisationally today ?

     

    - Yes; here is a gap analysis and the "as is" today

    Do you have a DEI strategy, are we prepared, what is our plan ?

     

    - Yes; here is the "to be", the gaps have been sized & priortised and ready for investment cases and detailed timelines

  • WHO

    Between us, Lalita and Sunit, we have extensive experience and complement each other.

     

    Through the lens of our Indian ethnic background, we know first hand of the importance of Diversity, Equity and Inclusion and have an extensive track record of publications, research, papers, submissions, presentations, and panel discussions.

     

    In 2023 we set up the New Zealand Centre for Digital Connections with India within a short 11 months it is a Finalist in the Wellington Airport Community Awards as well as the New Zealand CIO Summit & Awards, one of only 3 Community Tech Champions.

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    Sunit Prakash

    Sunit arrived in Wellington from India in the late 1980’s with a suitcase and borrowed money.

     

    After having completed his MBA from Bombay University and a year at the Lab in IBM in Sweden.

     

    After a stint at IBM New Zealand, he was headhunted to formalise and set up support for a Nasdaq listed company in Sydney. He went on to run the Asia Pacific Japan support operations where he saw first hand diversity, equity and inclusion on a global scale before returning to Wellington to contract and consult in the local IT market.

     

    Customer Service & Support, IT Service Management, Standards & Frameworks are in his DNA which he brings to his engagements.

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    Lalita Kasanji

    Lalita is a born and brought up Wellingtonian, her family has been in New Zealand since 1914.

     

    She completed her Masters from Victoria University of Wellington in 1982 where she researched the history of Gujarati’s migration to New Zealand, particularly Wellington, and their integration into New Zealand society.

     

    She worked for a market research company, and was the very first employee of the Ethnic Affairs Service then under the Department of Internal Affairs (1991-97).

     

    This combination of ethnicity, education and work experience is what she brings to her engagements.

  • CONNECT

    Call us if you are ready to address diversity, inclusion and equity in the face of changing demographics in your organisation today

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