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2/19/2021Capability Maturity Model for Diversity in Organisations
There is still a lack of understanding and clarity on what diversity looks like within an organisation, and how that can be achieved on a practical basis. This is relevant in both industry and higher education. We propose a lightweight practical framework for diversity based on the Capability Maturity Model (CMM).

This framework highlights and identifies 5 levels of diversity maturity as well as providing practical background information such as definitions of blatant and subtle discrimination. This is because the key to understanding the 5 levels of diversity maturity relies on members of the organisation understanding subtle discrimination and recognising the wider implications of that discrimination.

The CMM was used because of it's simplicity and clarity, the fact that it is relatively well known, and because the use of a maturity model implies there is a pathway to a clear goal of being a mature, diverse organisation. We demonstrate how the framework can make it easier for organisations to understand where they currently sit within the diversity maturity levels, and provide practical ways on how they can move toward being a mature, diverse organisation.
  Presenter(s): Rowland Mosbergen
Bio(s): Rowland Mosbergen is a generalist with 22 years experience in IT in operational and strategic roles. Rowland has worked at the corporate level with large financial institutions like Merrill Lynch and National Australia Bank on their risk management systems and at the small business level to provide computer support. He has supported researchers and influenced research strategy at Griffith, UQ and University of Melbourne for the last 10 years.

Rowland is a talented communicator whose key strength is in translating research into everyday language, creating strategic goals to align with stakeholder needs and implementing University wide and national strategies by building trusted relationships with key stakeholders from diverse backgrounds.

Diversity and Inclusion is not his job, not is it a hobby or a passion, it is a coping mechanism to take back some control in a system that is inherently out of his control.
Category: Culture, Learning and Technology
Keywords: culture | organization | diversity