Global Diversity & Inclusion Benchmarks

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Global Diversity & Inclusion Benchmarks (GDIB) Standard

Why Diversity & Inclusion?

Organizations today are dedicated to serving all stakeholders, including customers, employees, suppliers, regulators,shareholders and society at large. Future-focused organizations want to ensure long term sustainability of our world and the people in our world. Stakeholders are becoming more globally diverse and networked, as organizations are increasingly mobile in their teams, supply chains, shared services, operational processes and outsourcing. To optimize organizational results, creativity, problem-solving, talent management and engagement, operations and innovation, organizational leaders need to adopt inclusive approaches management strategies and styles that incorporate different perspectives, cognitive, cultural and linguistic differences, and collaboration. Research shows a strong correlation between diversity and bottom line impact. 95 experts across the world have developed “Global Diversity & Inclusion Benchmarks Standard”. GDIB supports workplace D&I and describes People, Planet, Prosperity, Peace, and Partnership as its focus. Please see http://diversitycollegium.org/globalbenchmarks.php
With the launch of Global Diversity & Inclusion Benchmarks Standard 2016, events have organized at various cities including Washington DC, São Paulo, Sydney, Melbourne, London, Netherlands, Pittsburgh, Philadelphia, Seattle, San Diego, Los Angeles, Portland, Tokyo, Toronto, Argentina, New York and Oakland.

With the launch of Global Diversity & Inclusion Benchmarks Standard 2016, events have organized at various cities including Washington DC, São Paulo, Sydney, Melbourne, London, Netherlands, Pittsburgh, Philadelphia, Seattle, San Diego, Los Angeles, Portland, Tokyo, Toronto, Argentina, New York and Oakland.

Global Diversity & Inclusion Conference in Pakistan

On 27 Apr 2017, HR Metrics in collaboration with Ms. Julie O'Mara Chief Author GDIB 2016 (Former President AmericanSociety for Training & Development), launched this standard in Pakistan through a conference at Karachi. Ms. Marvi Memon, Chairperson Benazir Income Support Program and Dr. Ishrat Husain, Former Governor State Bank of Pakistan were guest of honor. Eminent speakers included CEOs/President of Leading organization, having significant accomplishment on D&I. Before the conference, organizations were invited to contest for D&I Awards and Top 10 organizations got awards.
Objectives of the conference were as under:

  1. Facilitate organizations in developing a business case for Diversity & Inclusion to establish its linkage with organization’s sustainability through bottom line impact.
  2. Educate the procedure for D&I gap analysis in 14 key business processes at organization to determine readiness on 5 scale (Inactive, Reactive, Proactive, Progressive, best Practices).
  3. Share the mechanism for progressive transformation of organizations from treating diversity defensively as a matter of legal or ethical compliance to positioning it strategically as an asset, to compete in the market.

Way Forward

  • Diversity Champion Program
    Main aim of this initiative is to facilitate organizations in developing a D&I Champion, who can learn the Global Diversity & Inclusion Standard and implement at organization level. D&I Champion will be provided coaching on understanding the process of D&I gap analysis, developing a business case, benchmarking and action planning for 14 key business processes. Focus of the intervention will be the organizations sustainability through social and financial impact.
 
  • Women of Substance- Leadership Development Program- Nov 2017
    Companies Act 2017 makes it mandatory for public interest organization to have one female at board. To grow women as effective member of board, 5 days' Training program is planned at Karachi . High performing women in managerial positions are eligible to attend.
    • Module A: Critical Competencies for Board Member (2 days): It will be conducted by highly esteemed business leaders
      1. Essentials of Business and Financial Acumen
      2. Analysing Data for Strategic Business Decisions
      3. Communicating with Impact
      4. Developing High Performance Culture
      5. Managing Ethical Relations
      6. Inspirational Leadership
    • Module B: Director Training Program (3 days): It will be conducted by Pakistan Institute of Corporate Governance Karachi.
  • Global Diversity Conference, Research and Awards 2018
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HR Metrics Facilitates Organizations to Implement GDIB Standard in Pakistan

HR Metrics has a mission to provide evidence based tools to capitalize on employees’ talent for leveraging organization performance in verifiable terms. HR function can demonstrate value by creating opportunities that leverage the human experience to address organizational needs or solve issues by capturing talent, understanding markets, utilizing diverse perspectives for innovation, knowing how and how not to pitch products. Diversity provides the potential for greater innovation and creativity. Inclusion enables organizations to realize the business benefits of this potential.

HR Metrics has taken following initiatives to facilitate industry for D&I growth in Pakistan:

  • Collaborated with Author/Chair of GDIB Standard USA to use Global Diversity & Inclusion Benchmarks Standard in Pakistan.
  • Organized Annual Diversity Conferences in year 2016 and 2017.
  • Arranged D&I Achievement awards in 2017. Following organizations won the awards:

    • Best Practices Award: Telenor Pakistan, Engro, Pakistan Poverty Alleviation Fund.
    • Progressive Practices Award: Standard Chartered Bank, Jazz (Mobilink).
    • Proactive Practices Award: FINCA Bank, Bank Alfalah, Fatima Group, K-Electric, HRSG.

    What Other Countries are doing in this Regard?

    • Many countries have “legal standards, measures, and requirements. Canadian “employment equity” regulations require that employers engage in proactive measures to improve the employment opportunities of four designated groups: women, persons with disabilities, aboriginal peoples, and “visible minorities” (e.g., blacks, Asians, Hispanics, etc.).
    • India's “reservation” laws impose a quota system to promote employment (as well as government representation) of designated underprivileged groups, based largely on the historic caste system. 
    • “Positive discrimination” in the U.K. applies in relation to nine “protected characteristics”: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation.
    • “Workforce nationalization”—the concept of reducing foreign national employment by bringing more citizens into the workplace—is the stated goal of the six Gulf Cooperation Council (GCC) states: The United Arab Emirates, Bahrain, Saudi Arabia, Oman, Qatar, and Kuwait. Essentially, these laws are designed to reduce reliance on foreign labor by encouraging (often compelling, through percentage quotas) private-sector industries to hire citizens instead of foreign worker”
    • The challenge for organizations, then, is arriving at an organizational approach to D&I that allows the organization to adhere to its principles and strategic goals
    • Knowing that members of a group have a different background and are likely to bring a different perspective increases both the depth to which group members critically examine their own assumptions and their openness to alternative ideas. A Forbes Insights survey of 321 executives, “Fostering nnovation Through a Diverse Workforce,” found that 85% of the participants agreed that “a diverse and inclusive workforce is crucial to encouraging different perspectives and ideas that drive innovation.” Market strengths. Having a diverse workforce improves an organization's ability to understand the perspectives and needs of its customer segments, to identify and reach new market segments, and to develop new products that anticipate and meet those needs.

    2015 Award for Diversity & Inclusion

    On Women's Day 8 Mar 2015, Ladies Fund (Dawood Global Foundation) organized awards ceremony at Governor House Karachi. On the recommendation of SHRM Forum Pakistan, three organizations including Telenor Pakistan, Allied Bank and Pakistan Poverty Alleviation Fund got award for best category in Diversity and Inclusion.

    14 Countries Consular Generals Roundtable on Diversity at Swiss Consulate Karachi

    To gather ideas on diversity and inclusion global best practices, the HR Metrics and SHRM Forum Pakistan in collaboration with Ladies Fund (Dawood Global Foundation) organized roundtable discussion at Swiss Consulate Karachi on 31 Mar 2015. Following eminent Consular Generals shared valuable insight regarding their country best practices on Gender Diversity and Inclusion:

    • Zahid Mubarik, President SHRM Forum Pakistan/Chairman HR Standards Pakistan.
    • Brian Heath, Consular General of United States of America in Karachi.
    • Gill Atkinson, Deputy Head of Mission I British Deputy High Commission
    • Emil Wyss, Consular General of Switzerland (Host)
    • Francois Dall'Orso, Consular General of France
    • Akira Ouchi, Consular General of Japan
    • Oleg N.Avdeev, Consular General of the Russian Federation
    • Hadi Santoso, Consular General of Republic of Indonesia.
    • Charmaine H. Hidayataullah, Consular General De Monaco
    • Noor-E Helal Saifur Rahman, Deputy Hight Commissioner Bangladesh
    • Naheed Irshaduddin, Honorary Consular General of Denmark
    • Sadia Khan, Honorary Consular General of Finland
    • Laila Jamil, Senior Consultant Business Development, British Council
    • Kimberley D'Souza, Secretary General of Switzerland.
    • Tara Uzra Dawood, President Ladies Fund, Dawood Global Foundation
    • Rukhsana Asghar, CEO Fulcrum Consulting