What is ISO 30415 - Human resource management about?
ISO 30415 is an international standard that focuses on human resource management. 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.
ISO 30415 supports organizations to embed 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.
Note: ISO 30415 does not address the specific aspects of relations with labour unions or work councils, or country-specific compliance, legal requirements, or litigation.
Who is ISO 30415 - Human resource management for?
ISO 30415 is 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.
Why should you use ISO 30415 - Human resource management?
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.
ISO 30415 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. ISO 30415 can also enable individuals and teams to thrive and do their best in workplace environments that enable effective collaboration and participation.
Use of 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
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.
What’s changed since the last update?
BS ISO 30415:2021 supersedes 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.
