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I’ve learned that people will forget what you said, people will forget what you did, but people will never forget how you made them feel, Maya Angelou. Respect exists when employees perceive that they are valued by the organisation and colleagues and that they can bring their whole and authentic selves to work without risk of prejudice, discrimination or harassment. Only when employees feel comfortable bringing their authentic selves to work will the company benefit from their differences. Respect is a basic human need, and its fulfillment en ..read more

The management adage, “What gets measured, gets done” is particularly relevant for diversity and inclusion. Because the biases that perpetuate workplace inequality are largely unconscious and automatic, shifting an organisation’s talent management paradigm from ‘cultural fit’ to ‘diversity and inclusion’ takes more than well-intentioned policies and programs. Without clear and robust measures to track diversity and inclusion efforts and outcomes, a tendency to revert to habitual and ingrained thinking and behavioural patterns limits the returns from an organisation’s investment ..read more

A lack of qualified applicants with diverse backgrounds is a reason commonly given by recruiters to explain the underrepresentation of women and minority groups in candidate pools, shortlists and hiring decisions. Yet, while employers blame a narrow talent pool, prospective employees with traditionally non-dominant backgrounds cite biased recruitment and selection processes and work settings as barriers to entry or deterrents for diverse candidates. Download PDF Version and Checklist What is Inclusive Recruitment? Inclusive recruitment involves fair candidate attraction processes that are welc ..read more

Inclusion is an active management strategy for addressing barriers to participation so that employees with different backgrounds, skills, experience, and work styles are both able and willing to contribute fully to work practices and decision making. Without inclusion, the challenges of a diverse workgroup can overshadow the potential benefits. Diversity may even detract from work performance. Prejudice, discrimination, stereotyping, isolation, communication, and accessibility barriers may prevent employees from underrepresented groups fully contributing to workplace d ..read more

People who have witnessed a behaviour or remark that made them feel uncomfortable will often say that they wanted to say something at the time or later regretted not saying anything, but in the moment they were shocked, confused, unsure of how to respond, or didn’t want to trigger a confrontation and so stayed silent.  Catherine “Kitty” Genovese was a 28-year-old woman who was brutally murdered outside of her Queens apartment in New York City on March 13, 1964. Genovese’s attack lasted around 30 minutes as she was stabbed 14 times by a man named Winston Moseley. It was initially reported ..read more

Your D&I program is leading only if it is… For everyone. You define diversity as all individual differences and recognise that aspects of a person’s identity intersect to create unique experiences and sources of value for your organisation. Contemporary. You engage in ongoing research and advocacy to ensure your policies and practices reflect changing expectations and market-leading innovations. Leading. You set stretch goals, benchmark your performance against others, and are recognised by your workforce and the community as a leading employer for diversity and inclusion. Business as usu ..read more

Understanding trauma Traumatic experiences are events that threaten or violate one’s safety, health, and integrity. Traumatic experiences may be directly experienced or witnessed. They may be primarily physical experiences, as with physical assaults and sexual abuse, or primarily emotional experiences, as with verbal abuse. Workplace trauma can result from experiencing or witnessing violence, bullying, harassment, discrimination, sexual misconduct, victimisation, or workplace accidents. Traumatic experiences result in adverse effects on functioning and mental, physical, emotional, or spiritual ..read more

When considering the prevalence of workplace sexual harassment and the scale of underreporting through formal channels, it becomes apparent just how important it is for employers to ensure their reporting and investigation processes promote speaking up if they are to prevent sexual harassment. The 2018 ARHC survey of workplace sexual harassment reported that most victims do not report the incident. Barriers to reporting include: A belief that nothing will be done Unsure of whether the behaviour is unacceptable Not wanting the perpetrator to be punished Fear of retaliation Fear of not being be ..read more

Hybrid working has both advantages and risks for inclusion. By providing employees with greater autonomy over when and where they work, hybrid working offers a more equitable workplace for team members who might otherwise face challenges in participating fully, supporting wellbeing, performance, and productivity. Examples include carers on non-traditional schedules, staff with longer commutes, and staff with disabilities for which the commute or office environment presents challenges. Most staff benefit in some way from a hybrid workplace as means of helping them manage the challenges of trad ..read more