In the era of #MeToo and countless reports on the gender pay gap, many organisations are focusing purely on gender equality initiatives in the workplace. While this is a positive and much needed move, diversity and inclusion has a much greater span than gender inequality.
Organisations that are serious about equality, gender parity and inclusion of all people in the workforce have been broadening and strengthening their diversity and inclusion policies. When implemented correctly, these policies can create healthy work environments, promote respect toward fellow employees and assists with breeding an open and friendly culture.
Employees need to be aware of acceptable behaviour, which is critical when you consider the varying difference in lifestyles, attitudes and values. Employees need to feel secure and that they are being treated equally and fairly. Organisations that have robust diversity and inclusion policies as well as continued education for their employees in this space, ensures that individuals and their rights are protected. Importantly, if there is any type of discrimination, employees need to know how to identify, report and hopefully resolve issues.
What can you do to promote diversity and inclusion in your workplace?
There are many ways that organisations can invest in diversity and inclusion, the below are just a few recommendations that will have a positive impact in your workplace:
- Ensure your job descriptions are gender-neutral and state your commitment to building a diverse and inclusive culture on your careers page
- Review your HR policies to ensure all employees feel that they are included in the workplace, including –
- Diversity Strategy – outlining the organisations commitment to promoting a diverse and inclusive workplace where all staff, regardless of their background, can achieve their full potential. The strategy should tie together a range of initiatives to support gender, disability, Indigenous affairs, sexual orientation, age and diversity of culture, as well as the broader equality, diversity and inclusion agenda.
- Flexible working policy – focussing on flexibility being the norm and available to all employees, not just for mothers returning to the workplace,
- Strong code of conduct guidelines that clearly define the standards of acceptable workplace behaviour
- Provide unconscious bias training for all employees involved in the recruitment
- Implement a Diversity network – these networks are normally responsible for organising events to raise diversity awareness and provide advice to the organisation on diversity initiatives.
The responsibility of compiling and maintaining HR policies and procedures should only be given to experienced HR practitioners who are well-versed with the current employment legislation and directions.
Whether you are located in Sydney, Melbourne, Brisbane or Canberra (or a regional area) HBA Consulting can provide you with a robust human resource strategy which will assist you with evaluating your organisations current policies and procedures as well as job documentation and website content through
We can also assist with workplace investigations if the matter arises, and we have an excellent workplace mediation service, to assist with working through matters and helping employees find a way to work together again.
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