ISO 25551-2021 pdf free download – Ageing societies — General requirements and guidelines for carer-inclusive organizations.
5 Carer-inclusive program
5.1 General The organization shall establish, implement, and maintain a documented policy and supporting program in accordance with this document. This policy and program should be integrated with other applicable management systems, human resource programs and/or diversity or inclusion programs or used on its own, if no program for supporting working carers exists. The development of an organizational carer-inclusive program can require a systematic and phased process to properly conceive, plan, implement, assess, and improve the program. The requirements and complexities of organizations and workers vary considerably, and implementation of this document should be seen as a process that requires flexibility in terms of implementation and continual improvement. Organizations might not be able to implement this document in its entirety but can use the guidelines to help make the workplace more carer-inclusive. Organizations should determine what existing employee assistance programs and supports exist, at an organizational level, through external third-party providers (e.g. employee benefit or assistance programs), non-profit organizations or at a community or state level. A carer-inclusive program can build on these existing supports or be a stand-alone program, if these are not available. The organization should determine the organizational unit that will be responsible for the program. For example, this unit can be human resources, occupational health and safety, wellness, people and culture, etc.
5.2 Top management commitment, support, and leadership Top management shall commit to the principles of an organizational program that supports, accommodates, and includes working carers while providing the required leadership to implement this program.
Top management should:
— assume overall responsibility for the program;
— oversee the program implementation;
— provide human and financial resources required to implement and maintain the program;
— define and communicate the roles and responsibilities of internal stakeholders;
— develop and implement appropriate carer-inclusive organizational policies and practices;
— develop and implement measurable objectives and targets related to the program;
provide the necessary resources and opportunities for worker consultation and participation in allaspects of the program;
disseminate and promote the program to all workers;encourage all workers to promote the program;
monitor the execution and ongoing sustainability of the program;
review the progress and performance of the program with respect to carer’s outcomes (e.g. health,quality of life, work satisfaction), and work culture outcomes;
regularly review the organization’s progress and performance in implementing the program;oversee the continuous improvement of the organization’s adoption of the program;
assign responsibility for any or all the above to an appointed champion or designee, such as a humanresource director, committee, or separate team established to be accountable for the program;regularly inquire about the sex/gender factors, using the checklist in A.2;
provide opportunities for all workers to provide feedback on their experiences,suggestions onimprovements and ideas for enhancements.
5.3 Worker consultation and participation
To maximize the impacts of adopting the requirements and guidelines in this document, it is importantthat workers are engaged in all elements of the program’s implementation and maintenance.
The organization should:
create an organizational culture that recognizes, respects,trusts, honours, and appreciates workerswith care responsibilities and that encourages and facilitates them to self-identify as workingcarers;
provide opportunities for gender-balanced representation in the design and development of theprogram;
ensure that program information is created in easy-to-read language, in accessible formats andprovided through communication platforms accessible to all workers;
provide time, resources, and opportunities for all workers to participate in the program, includingbut not limited to:
– paid time during work hours for worker consultation and participation related to the program;
providing visible leadership,finding a senior leader champion，assuming or assigningaccountability, monitoring key metrics, and measuring progress, then publicly sharing resultsof the assessments;
orienting all executive and organizational leaders, offering awareness training for all managersand team leaders, providing professional development opportunities for all workers, makingresource materials available for everyone, and engaging related vendors (e.g.worker and familyassistance providers. insurance carriers).ISO 25551 pdf download.