In recent times, we have seen a significant shift in workplace policies worldwide, with some organisations scaling back or even removing Diversity, Equity, and Inclusion (DEI/D&I) initiatives. While the reasons behind these changes vary, it is vital to recognise the role that diversity and inclusion plays in ensuring workplaces remain fair, inclusive, and representative of the diverse communities they are and serve.
A commitment to diversity and inclusion is not just about meeting legal or compliance standards – which in Australia and Victoria particularly – are enshrined in law; it is about purposefully fostering an environment where all people feel valued, respected, and empowered to contribute fully.
Inclusive workplaces are proven to be more innovative, productive, and capable of attracting and retaining top talent. Moreover, businesses that prioritise diversity and inclusion are better positioned to understand and serve a diverse client base, creating stronger connections and fostering trust.
Reaffirming your Diversity and Inclusion Commitments in the Workplace
As external pressures shift, organisations can reinforce their dedication to Diversity and Inclusion in meaningful (and practical) ways:
- Embed D&I into Core Values: Ensure that inclusion is woven into the organisation’s mission, vision, and values, guiding everyday decisions and interactions.
- Create Safe and Supportive Spaces: Foster environments where employees feel comfortable sharing experiences and concerns, reinforcing a culture of respect and belonging.
- Review and Strengthen Policies: Regularly assess workplace policies to ensure they promote equal opportunities, address bias, and support a diverse workforce.
- Walk the walk: Policies are only as good as the actions taken to enforce them. Ensuring there are mechanisms for complaints and grievances, and appropriate performance management for non compliance is critically important to authentic inclusion practices.
- Provide Continuous Education: Invest in training programs that educate employees on unconscious bias, inclusive leadership, and equitable workplace practices (as well as performance management to ensure management confidence in ensuring compliance)
- Hold Leadership Accountable: Ensure that senior leaders actively champion D&I efforts, setting an example for the broader organisation and act upon issues not consistent with policy and values
- Recognising Important Dates: Utilise key dates in the calendar to recognise and celebrate the benefits that diversity and inclusion adds to your organisation.
Key dates to help people feel seen, safe and appreciated
Australia observes several key dates and events that promote diversity, equity, and inclusion – here’s some to get you started;
- International Women’s Day: Celebrated annually on March 8, International Women’s Day honours the achievements and contributions of women worldwide. (International Men’s Day is observed on November 19 each year, focusing on men’s health, and positive male role models).
- Harmony Week: Held annually in March, Harmony Week celebrates Australia’s cultural diversity and promotes inclusiveness. It coincides with the United Nations International Day for the Elimination of Racial Discrimination on March 21.
- International Day Against Homophobia, Biphobia, Intersexism, and Transphobia (IDAHOBIT): Observed on May 17, IDAHOBIT raises awareness of LGBTQIA+ rights violations and stimulates interest in LGBTQIA+ rights work worldwide.
- NAIDOC Week: Observed in July, NAIDOC Week honours the history, culture, and achievements of Aboriginal and Torres Strait Islander peoples. The dates vary each year, typically falling in the first week of July.
- International Day of People with Disability: Observed on December 3, this day aims to increase awareness and understanding of disability issues and to celebrate the contributions of people with disabilities.
Want to know more? Our team can generate a calendar of significant dates relevant to your business.
Make a Plan for 2025
It’s important to recognise that every business/organisation is different, with different workforces, locations, ways of working and needs. When considering how you can mark these key events throughout the year, consider if one or more of the following are suitable:
- Hosting Educational Events: Organise a breakfast, panel discussions, speaker sessions, or workshops highlighting the importance of gender diversity in the workplace.
- Recognising and Amplifying Women’s Contributions: Share stories of women’s successes within the organisation and beyond, ensuring their contributions are acknowledged.
- Implementing Flexible Work Policies: Review and update business policies to ensure support for work-life balance, parental leave, and career growth opportunities for women beyond the National Employment Standards.
- Committing to Pay Equity: Conduct regular pay audits to ensure fair and equitable compensation across all levels of the organisation.
- Encouraging Male Allyship: Engage all employees, regardless of gender, in conversations about inclusion and equality, fostering a truly collaborative environment.
While the landscape of D & I may be evolving, organisations have a unique opportunity to reinforce their dedication to creating workplaces that value diversity and inclusion. By standing firm in their commitment, businesses can continue to build inclusive environments that benefit employees, clients, and communities alike.
Your Next Step
- Review your policies and consider if there is an opportunity to strengthen them
- Leadership meeting – raise D & I in your leadership meeting and gather thoughts and ideas on how to improve outcomes
- Ensure training is provided not just on policy, but on performance management and leadership to foster authentic inclusion practices in your workplace
- Identify key dates and plan how your business will show its support across 2025.
Need to learn more about making your workplace a Diversity and Inclusion champion? Reach out to our team to discuss the many ways we can help.