A NEW MODEL
— SINCE 2001
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a feeling of self-assurance arising from
an appreciation of one's own abilities or qualities.
...in order to grow diversity in your organisation?
Some or all of these...
Org Culture (HWDTAH)
Needing to know
... and more ? ? ? ? ?
Pre-employment / applications
Don't ask about anything that may indicate an intention to discriminate (s23 HRA) — disability, age, gender etc.
Do separate / delete any personal information given that may bias your decision.
Do ask if there is anything you can do to make the interview more comfortable for the interviewee.
Don't ask anything potentially discriminatory (see grounds s21 HRA).
Do check your bias (self-awareness).
Don't probe into personal issues about the interviewee's ability to do the job — access, childcare etc.
AFTER offering a job
Do ask the candidate if there is anything they need to enhance their ability to do the job — desk setup, ability to , etc.
Do ask their preferred name and pronouns.
Before confirming employment
Don't let bias and HWDTAH influence your decision.
Do be creative about how you might accommodate unique needs — flexitime, task-swapping, working virtually etc.
Do discuss any reasonable accommodation issues with the HRC or other employment expert (s22 HRA).
After confirming employment
Do expect HWDTAH to change.
Don't let bias or discomfort stop you from benefiting from a new aspect of diversity.
Do be aware of other employees' responses to diversity and raise issues asap.
The Label Libel, A New look at Diversity: Philip Patston at TEDxAuckland
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