Diversity and inclusion (D&I) bring many benefits to society, particularly in public sector organisations servicing increasingly diverse communities. To deliver public value, government agencies at all levels must more intentionally direct public sector knowledge, skills, and experiences to shape the current and future capabilities of a more diverse and inclusive workforce. Fully optimising workplace D&I has proven elusive. An evolving array of new and residual policy and practice elements has led to a mismatch of goals and outcomes. Moreover, many accepted ‘best’ practice approaches are out-of-step with rapidly shifting societal and workforce compositions and mechanisms and societal expectations for organisations to reflect and embrace D&I. Accommodating these shifts demands a bolder, more agile ‘next’ practice approach that is fit-for-purpose in creating and maintaining a modern, diverse, inclusive workplace. This practice-focused article constructs a Capability Maturity Model to guide D&I decision-making and support continuous improvement.

中文翻译：

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利用能力成熟度模型来利用公共部门组织的包容性和多样性

多样性和包容性 (D&I) 为社会带来许多好处，特别是在为日益多样化的社区服务的公共部门组织中。为了实现公共价值，各级政府机构必须更加有意识地引导公共部门的知识、技能和经验，以塑造更加多样化和包容性劳动力的当前和未来能力。完全优化工作场所 D&I 已被证明是难以捉摸的。一系列不断发展的新的和剩余的政策和实践元素导致了目标和结果的不匹配。此外，许多公认的“最佳”实践方法与快速变化的社会和劳动力构成和机制以及社会对组织反映和接受 D&I 的期望脱节。适应这些转变需要更大胆、更灵活的“下一个”实践方法，适合创建和维护一个现代、多样化、包容性的工作场所。这篇以实践为中心的文章构建了一个能力成熟度模型来指导 D&I 决策并支持持续改进。