What is this inclusive workforce solution pack about?
This pack includes the publications BS ISO 25550:2022 Ageing societies. General requirements and guidelines for an age-inclusive workforce and BS ISO 30414:2021 Human resource management. Diversity and inclusion. ISO 30415 aims to help organizations create a more diversified and inclusive work environment with equal opportunities for individuals from all backgrounds. ISO 30415 provides guidance on diversity and inclusion for organizations, including their governance body, leaders, workforce and recognized representatives, and other stakeholders. ISO 30415 presents fundamental prerequisites for diversity and inclusion, associated accountabilities and responsibilities, recommended actions, suggested measures, and potential outcomes. As organizations start to explore the different elements of inclusion in the workforce, there is also age to be considered. ISO 25550 provides guidance that can support organizations to incorporate changes to enable long-term employment opportunities, fight against ageism and benefit workers of all ages.
We need to recognize how the younger worker of today will become the older worker of tomorrow. Therefore, everyone can benefit from approaches to create ways for people to have meaningful, productive multi-stage and multidimensional careers across generations.
Proactive organizations are tapping into older workers by extending their career models and creating new development paths. This can encourage active participation of older workers and increase the organization’s reputation and image in society. This also creates a more balanced workplace, where experience is shared and intergenerational harmony is promoted.
ISO 25550 guidance for older workers can further be support with the framework provided in ISO 30415 which supports organizations to embed overall diversity and inclusion in their workplaces by providing guidance and methods on:
- Prerequisites for demonstrating an ongoing commitment to diversity and inclusion
- Accountabilities and responsibilities for diversity and inclusion
- Approaches to valuing diversity and fostering the development of an inclusive workplace
- Identifying diversity and inclusion objectives, opportunities and risks, actions, measures, outcomes and impacts.
Who is this pack for?
This solution pack can support 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. This document will be of benefit to:
- Line managers or those responsible for workforce planning
- HR advisers, business partners and managers, personnel managers
- Occupational health and safety managers
- Entrepreneurs and small business owners
- Organizations without a dedicated HR function
- Senior management: directors, CEOs, etc.
Why should you use ISO 25550 and ISO 30415?
Both documents can help your organization recognize and leverage diversity and inclusion. This can be critical for your organization to increase innovation, and to enhance its resilience, sustainability and reputation. Changing practices in the workplace can also enable individuals and teams to thrive and do their best in workplace environments that enable effective collaboration and participation.
Specifically looking at the older worker, there are many benefits to retaining older workers in an organization; for example: reductions in absenteeism, burnout, recruitment costs, improvements in staff engagement and retention, increased productivity and capacity for innovation, etc.
Supporting guidance can be the first step to review your organizational culture and approaches to create an inclusive environment. Building fairer, more inclusive, socially responsible organizations will 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.
Use of ISO 25550 and ISO 30415 in addition can help you to:
- Achieve organizational diversity and inclusion 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 diversity and inclusion
- Grow sustainably
- Increase trust and confidence in your organization
- Manage risk more effectively