Diversity Program Review Framework, DPRF™
Your Diversity Capability is the extent to which your organisation is able to embrace and leverage a culture of diversity to promote business performance, attract greater pools of talented people, innovate by challenging current norms, explore new business models and exploit gender balance. The Diversity Program Review Framework (DPRF™) is a proprietary methodology for determining an organisation’s diversity capability. The framework incorporates the ‘Global Diversity and Inclusion Benchmarks: Standards for Organizations Around the World’ developed by Julie O’Mara and Alan Richter, PhD, for the United States Government. Under a global license, this diversity and inclusion benchmark tool has been operationalised and expanded for industry and economic sectors by Susanne Moore, Founder of the Centre of Gender Economics and Innovation. The DPRF™ is currently used by the Centre in Australia to assess the diversity capability of companies in various sectors via industry & government-sponsored programs.
Organisations compete for talent. This is particularly true in the ICT, STEM, resource and construction sectors where specific skills are in high demand, and work environments are often remote and challenging. Employers can ensure that candidates in the labour market – and their existing female employees – know that the company is committed and invested in status as a preferred employer of women.
In Australia, the Workplace Gender Equality Act 2012 and the ASX Corporate Governance Principles and Recommendations require relevant employers to meet minimum standards of diversity strategy development and implementation. Whether or not an organisation has to comply with these requirements, smart companies strive to work at best practice and stand out from their competitors. To be successful, the implementation and operation of a strategy needs to be measured and evaluated. For Global organisations, the DPRF™ is mapped to the UN Women’s Empowerment Principles, enabling your organisation to report this progress, and highlight its progress to the community.
DPRF™ ASSESSMENT CAPABILITY MATRIX
There are five dimensions across which diversity capability is assessed:
- Program Management – identifies the effectiveness of the actual diversity program by assessing program management capability. Identifies or recommends linkages to organizational strategy and vision
- Cultural Integration and Acceptance – this is the major element of the assessment, and surveys across the organisation to determine cultural awareness of diversity
- Organisational Strategy and Vision – aimed specifically at senior management and board level
- Innovation through Diversity – looks at product development, innovation and identifies strategies that leverage diversity
- Performance – surveys clients and other interested stakeholders, looks at financial linkages to diversity to identify causal links to profitability
Organisations undergo an assessment of their workplace policies, procedures and most importantly, practices to assess their capability maturity against best practice management of workplace (gender) diversity. The assessment outcome report provides concise feedback on an organisation’s current diversity strategy, and together with the capability maturity model, helps an organisation to plan the changes necessary to reap the rewards of a gender diverse workforce whilst taking into account the different stages of the organisation’s journey toward best practice.
In addition, the underpinning framework allows the Centre and the organisation to establish a baseline effectiveness measure of its gender diversity program for future monitoring and reporting against the Workplace Gender Equality Act 2012 Gender Equality Indicators (GEIs). The framework uses a Capability Assessment Matrix, to assess current capability and includes measurements specifically targeting gender diversity.
The process allows organisations to be assessed for their level of achievement in gender diversity and women’s workforce participation, and graded against international best practice using the capability model.
Organisations are assessed against five levels of benchmarks for each dimension, with the top level of ‘Transformational’ (or Platinum) generally considered to perform above best practice, showing innovation and increased performance as a result of proactively embracing its diverse workforce.
Platinum – Transformative state has been reached. The organization has recognized and leveraged its gender diversity programs. It is a leading proponent of gender diversity and this ethos is embedded in all aspects of organizational life.
Gold – Corporate Social Responsibility has been fulfilled. Gender diversity is seen as an important business enabler. The organization actively supports community programs and embraces its corporate social responsibility demonstrating action follows rhetoric.
Silver – The organization is aware and the program is building. There is an awareness of the advantages of gender diversity; an effective gender diversity program is on track to reap the benefits of gender diversity as outlined in the business case or strategy.
Bronze – Compliance has been achieved. The program complies with existing legislative reporting requirements (entry standard), including Workplace Gender Equality Act (2012) reporting requirement.
Non-Compliant – Does not comply with relevant legislation.
For more information about our DPRF™ consulting, or licensing enquires, please contact Susanne at Susanne.firstname.lastname@example.org or call +61 439 420 897. You can also visit the Diversity Program Review website
The Diversity Program Review Framework and the DPRF™ is copyright Susanne Moore 2012-2015 and exclusively licensed to The Centre for Gender Economics Pty Ltd