What is a tracked changes standard?
A tracked changes version of a Standard indicates the changes made, during the standards revision process, between the active standard and its previous version. Additions, deletions, and other formatting and/or content revisions are clearly displayed as underlined and strikethrough texts, ensuring all changes made between the two documents are quickly and easily identified. This version of the standard includes both a copy of the new standard, along with a track changes version.
What is BS ISO 30415:2021 about?
A new international standard, BS ISO 30415 provides guidance on achieving diversity and inclusion for organizations of all sizes, sectors and types.
Who is BS ISO 30415:2021 for?
It’s for all types of organizations. This includes public, private, government or non-governmental organizations (NGO), regardless of activity, industry or sector, growth phase, external influences and country-specific requirements. It is scalable to any size of an organization. Job roles might include:
- Line managers with people management responsibilities
- Procurement and supply chain managers
- Customer service managers
- Entrepreneurs and small business owners
- Organizations without a dedicated HR function
- Diversity and inclusion managers
- HR advisers, business partners and managers, personnel managers
- Senior management: directors, CEOs, etc.
What does BS ISO 30415:2021 cover?
This document helps organizations embed D&I in their workplaces by providing guidance and methods on:
- Prerequisites for demonstrating ongoing commitment to D&I
- Accountabilities and responsibilities for D&I
- Approaches to valuing diversity and fostering the development of an inclusive workplace
- Identifying D&I objectives, opportunities and risks, actions, measures, outcomes and impacts
It applies to the human resource management life cycle, delivery of products and services, supply chain relationships, and relationships with external stakeholders to ensure equity, fairness and equality.
It encourages organizations to use a continual improvement plan, do, check and review approach and is intended to help organizations achieve D&I objectives, evaluate the impact on people, communities and society, and meet sustainable development goals. It can also support independent and external validation of organizational approaches to embedding D&I in the workplace.
NOTE: BS ISO 30415:2021 does not address specific aspects of relations with labour unions or work councils, or country-specific compliance, legal requirements or litigation.
Why should you use BS ISO 30415:2021?
Building fairer, more inclusive, socially responsible organizations will also help people, regardless of identity, background or circumstance, to access work and develop knowledge, skills and abilities critical to their personal development and well-being.
Recognizing and leveraging D&I can be critical for organizations seeking to increase innovation, and to enhance their resilience, sustainability and reputation, and to increase innovation. It can also enable individuals and teams to thrive and do their best in workplace environments that enable effective collaboration and participation.
Use of the standard in addition can help you to:
- Achieve organizational D&I objectives
- Evaluate the impact on people, communities and society
- Meet some of your sustainable development goals
- Support independent validation of your organization’s approach to embedding D&I
- Grow sustainably
- Increase trust and confidence in your organization
- Manage risk more effectively
BS ISO 30415 contributes to UN Sustainable Development Goal 5 on gender equality, Goal 8 on decent work and economic growth, Goal 9 on industry, innovation and infrastructure and Goal 10 on reducing inequalities.
How does BS ISO 30415:2021 differ from BS 76005:2017?
BS ISO 30415 builds on the principles in BS 76005 and identifies six fundamental prerequisites for D&I in an organizational context. These encompass recognizing and championing diversity, governing effectively, acting accountably, advocating the case for D&I, and working and communicating inclusively.
Like BS 76005, the international standard also adopts an employment lifecycle structural device that covers workforce planning to cessation of employment, and everything in between.
Inspired by BS 76005, but expanding the scope further, it incorporates guidance for organizations on fostering D&I in the design, development and delivery of products and services, in its stakeholder relationships and, importantly, on promoting decent work in supply chain partner organizations.
ISO 30415 supersedes BS 76005:2017, which will be withdrawn on 1 May 2023. This delayed date of withdrawal is for organizations wishing to demonstrate their continuing commitment to diversity and inclusion.