Diversity tip of the day6/25/2023 “Balance addresses some real economic and societal issues that are happening right now. Imagine how much better society would be if everyone was balanced, if there were no hurdles or barriers for people just because of who they are – be that lifestyle preference, education, or faith,” muses Brett. “Diversity & inclusion is not about taking from or giving to – it’s about creating balance. Keep the bigger picture in mindīrett finds it useful to think about diversity & inclusion as creating balance, not just in workplaces but in the world. ![]() Jordyn has a similar view: “When you have a culture of wellbeing, people are more innovative, engaged, and productive – and they also feel more valued and respected, and feel safe to voice their concerns and take risks.” 5. “Wellbeing enables our diversity & inclusion culture to thrive,” says Danielle. Research shows a direct link between workplace wellbeing and diversity & inclusion. We need diversity of thought,” she explains. Don’t be afraid of having an unpopular opinion, as long as you can validate it. Sarah puts it this way: “At Chorus, we talk about differences as strengths. Celebrate differencesĪt its core, diversity & inclusion is about embracing different ways of thinking, working, and living.īrett Bishop, People Experience Lead at Auckland Transport, believes “the true test for any diversity & inclusion strategy is uncovering diversity of thought”. We focus on having a variety of programmes that appeal to a diverse group of people.” 3. “No one celebration, training programme, or awareness-raising event is going to impact everyone. So one of the most important things for us is to offer a breadth of opportunities for people to get involved with,” explains Danielle. Everyone comes from a different range of backgrounds. “With a 12,000-strong team, we have an incredibly diverse employee base. You’ll likely need a range of diverse initiatives to cater for everyone’s needs, says Danielle Flatman, Employee Experience and Development Partner at The Warehouse Group. Try different thingsĮvery individual, team and organisation is different. ![]() And remember to celebrate as you go!” says Sarah. Sometimes, you might feel as though you’re never going to get there – but keep going, and don’t overcomplicate it. “Diversity & inclusion always takes a long time. Sarah Archer, Head of Diversity & Inclusion at Chorus, agrees. If you move too quickly and introduce many new things at once, people are more likely to resist,” explains Jordyn. ![]() You’re working with people’s existing mindsets and behaviours. “Diversity & inclusion is a culture change. It’s important to “start slow” says Jordyn McCosker, Senior Learning and Organisational Development Advisor at Fletcher Building Australia. So, what can leaders do to support diversity & inclusion in their organisations? We spoke to five diversity & inclusion experts at our customer organisations to bring you these tips. When leaders model diverse and inclusive behaviours, it helps people feel psychologically safe and creates a culture of belonging. People look to leaders to walk the talk and bring policies to life. Leaders have a huge role to play in creating diverse & inclusive workplaces.
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