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ISO 30415:2021 Human Resource Management - D&I

ISO 30415:2021 – Human Resource Management Diversity and Inclusion, is the first ISO standard on the topic of social inclusion and diversity to be introduced.

The development of this standard is part of the larger framework of regulations and initiatives internationally that aim to make companies more inclusive, regardless of their nature, industry or size. As such, the international standard identifies a set of principles, roles and responsibilities, actions, policies, processes, practices and measures to enable and support effective diversity and inclusion in the workplace. The standard, in fact, draws on the debated and increasingly felt needs of citizens to reduce the gap between women and men on equal pay for equal work, career opportunities, and maternity protection. It also promotes the increase of cultural stimuli and business culture as a whole. Obtaining the attestation allows companies to gain an important competitive advantage because it communicates to their stakeholders the commitment to inclusion adopted by the individual company. It also means putting oneself in a position to be chosen by all issue-conscious consumers, as companies’ ethical/social choices are increasingly considered in the purchasing choices of end customers.


ASACERT, an accredited body with years of experience in certifying companies worldwide, offers its clients the opportunity to implement, improve or maintain development processes for greater inclusiveness and sustainability. Through ISO 30415 certification, ASACERT provides companies with the opportunity to achieve D&I goals by assessing the impact on people, community and society and achieve sustainable development goals in accordance with the values of fairness, equity and equality.


Passing an audit focused on the implementation of ISO 30415 allows you to:

  • Increase consumer and stakeholder confidence in the company’s business;
  • Concrete demonstration of commitment to diversity and inclusion;
  • Significantly reduce reputational damage from discriminatory behavior;
  • Introduce an approach marked by a management system that aims for continuous improvement;
  • Assure internal stakeholders that all functions are more oriented toward inclusiveness and enhancement of resources, regardless of their biological and social characteristics.