Leading Diversity: A framework for HR policy

1. Leading diversity
Long Litt Woon
© 2009 Long & Olsen, www.longolsen.com, woon@long.no

2. Individual, group and organisational
perspectives
• We are all unique individuals
• We belong to different groups
• It is good for business to take these basic
facts into account
© 2009 Long & Olsen, www.longolsen.com, woon@long.no

3. Diversity policy and practice;
a quick diagnosis
1) Cannot imagine
that discrimination 8) Diversity as a strategic
is an issue difference. Being known
6) Develop plan for one’s active diversity
2) Fun to have for increased policy. ACHIEVING.
diversity 4) Collect statistics, diversity. REVIEWING.
”mascots” map challenges, OBJECTIVES.
produce business
case. ASSESSMENT. 7) Implement plan
3) Compliance with
legal duties and MONITOR.
requirements
5) Understand strategic
advantages of having a
diversity perspective. With inspirasion from
Trevor Wilson, The Trinity Group
Increased diversity as a og Equality Standard Structure, UK.
business strategy.
COMMITMENT.
© 2009 Long & Olsen, www.longolsen.com, woon@long.no

4. Policy measures need to be
directed at three levels
Room for diversity
(organisasjon)
Equal opportunity
(group)
Anti discrimation
(individual)
© 2009 Long & Olsen, www.longolsen.com, woon@long.no

5. Anti discrimation policy
provides protection to individuals
A clear anti discrimination policy
is fundamental
© 2009 Long & Olsen, www.longolsen.com, woon@long.no

6. Equal opportunities for groups
Remove barriers for relevant groups
© 2009 Long & Olsen, www.longolsen.com, woon@long.no

7. Room for diversity throughout the
organisation
Create room for all to do their best
© 2009 Long & Olsen, www.longolsen.com, woon@long.no

8. ”Diversity is not about them
It is about us”
© 2009 Long & Olsen, www.longolsen.com, woon@long.no

9. Would you like to know more?
Contact me!
www.longolsen.com
© 2009 Long & Olsen, www.longolsen.com, woon@long.no