@article {bnh-7227, title = {Diversity and inclusion framework for emergency management policy and practice}, number = {602}, year = {2020}, month = {08/2020}, institution = {Bushfire and Natural Hazards CRC}, address = {Melbourne}, abstract = {

The Emergency Management Sector (EMS) is made up of diverse organisations, and its scope of activity spans the prevention, preparedness, response and recovery (PPRR) spectrum for a wide variety of hazards. This requires an array of activities that contribute to the safety and wellbeing of communities and those within their organisations. The EMS is also undergoing dynamic change, of which human diversity is one key element. The sector has recognised that it needs to better reflect the communities it works with, and that it has {\textquoteleft}unacceptably low levels of diversity{\textquoteright} (National Strategy for Disaster Resilience, COAG, 2011). Inclusion is seen as an essential part of this process, but policy, management and practice need further development if the sector is to achieve functioning inclusive organisations who reflect the diverse communities they serve.

Diversity and inclusion (D\&I) are different but deeply entwined. Diversity can be seen as a variety of people who have different and unique characteristics. This difference can be determined by aspects such as their cultural or social background, their age, the way they think, their physical attributes or their gender or a combination of these. Increasing diversity creates a different dynamic, and inclusion is the action that is undertaken to manage this change. It is also the tool that ensures that the increased diversity is effective in serving the organisational or community needs, and does not create a risk for the community or the organisation.\ 

Although the nature and measurement of diversity is being better recognised and understood, the management and measurement of inclusion is still evolving. This is an area of innovation where not everything will work. New approaches need to be developed and adapted to suit the myriad of different contexts throughout the sector. This has resulted in numerous D\&I programs at sectoral and organisational levels. However, the effectiveness of past and present programs, and what constitutes good management and measurement, is still emerging (Young et al., 2018).\ \ 

There is often tension between the core work of EMS organisations, as the development of D\&I is often seen as a secondary activity that is a cost to the workforce rather than an investment in the future workforce. This tension has been exacerbated by deeply entrenched cultural and institutional factors. This framework aims to provide a basis for practitioners to address these issues through a strength-based approach, which builds upon current practice and expertise in the sector.\ 

The framework has been developed in response to needs that were identified in collaboration with practitioners across the sector, which included:

The framework has been developed, tested and refined in collaboration with emergency management experts, and draws on the following reports from the project:

Diversity and inclusion is not a simple problem with easy solutions. It is a dynamic situation that requires ongoing management. This means that standard notions of success and failure can be problematic, which is why this framework focuses on what has been found to be effective.\ 

As the EMS is diverse in terms of organisational composition, capability and context, what is possible and {\textquoteleft}doable{\textquoteright} will be different for each organisation. To account for this, this framework is deliberately not prescriptive. Its aim is to support and guide practitioners to develop and integrate D\&I practice, so that it becomes accepted as part of the day-to-day activities and {\textquoteleft}how things are done{\textquoteright}.\ 

This framework will be supported by two further documents that will focus on management and measurement practices.

}, keywords = {diversity and inclusion, Emergency management, framework, Policy, practice}, issn = {602}, author = {Celeste Young and Roger Jones} }