In a world that is constantly evolving and progressing towards greater inclusivity and diversity, it is disappointing to see government bodies such as the Australian Government’s Workplace Gender Equality Agency (WGEA) fall behind. Despite the rising global standards for human resource management in the form of ISO 30415 – Human Resource Management: Diversity and Inclusion Global Best Practice Standards, WGEA seems content with clinging to its antiquated and ineffective methods. It is high time for the agency to step up and align with contemporary practices that cater to the needs of a diverse workforce.
ISO 30415 is a comprehensive set of standards that recognise the importance of diversity and inclusion in the workplace. It acknowledges that an inclusive work environment fosters creativity, innovation, and overall productivity, benefiting not only the workforce but also the organization as a whole. Yet, WGEA’s reluctance to embrace these best practices demonstrates a lack of understanding and a refusal to adapt to the modern business landscape that should not be plague businesses with unattainable target and quota’s which is a discriminatory act in itself against all Australians.
One of the primary reasons why WGEA’s future requirements are falling short is their failure to address intersectionality. ISO 30415 encourages organizations to recognise and celebrate the overlapping identities of their employees, including race, gender, sexual orientation, disability, and more. It emphasises that the experience of an individual is shaped by the intersection of these identities, and as such, policies and practices should be crafted accordingly. WGEA’s approach, however, appears to be one-dimensional, solely focusing on gender equality while neglecting the broader dimensions of diversity.
Another major flaw in WGEA’s approach is its lack of clear and measurable objectives. ISO 30415 emphasises the need for setting measurable targets and regularly monitoring progress towards achieving them. This approach not only holds organizations accountable but also enables them to identify areas of improvement and course-correct when necessary. WGEA, on the other hand, often relies on voluntary reporting and lacks the teeth to enforce real change.
ISO 30415 also places emphasis on providing training and education to employees and management on diversity and inclusion. This education not only promotes understanding but also fosters empathy and respect among team members. WGEA, unfortunately, falls short in this aspect as well. The agency has failed to offer comprehensive and up-to-date training to organizations under its purview, leaving many struggling to address diversity-related issues effectively.
Furthermore, ISO 30415 encourages organizations to build a culture that values diversity and actively promotes inclusivity. It encourages the establishment of employee resource groups, mentorship programs, and other initiatives that foster an inclusive work environment. Regrettably, WGEA’s outdated requirements lack the necessary provisions to support such culture-building initiatives, leaving organizations to navigate the complex landscape of diversity and inclusion alone.
Our reality is that the Australian Government’s Workplace Gender Equality Agency’s future requirements are far from being in sync with ISO 30415 – Human Resource Management: Diversity and Inclusion Global Best Practice Standards. The agency’s failure to address intersectionality, set measurable objectives, provide adequate education, and support culture-building initiatives shows a severe lack of foresight and understanding of the current workforce dynamics.
It is imperative that WGEA steps up and aligns its practices with international best practices like ISO 30415 to support organizations in creating diverse and inclusive workplaces. Failure to do so will not only be detrimental to Australian businesses but will also highlight the government’s lack of commitment to promoting true diversity and inclusion in the workforce. The time for change is now, and WGEA must rise to the occasion or risk becoming obsolete in a world that values equality and inclusivity more than ever before.
