Our organisation is striving to create an inclusive workplace where everyone feels valued and respected.
We want our business to be innovative and productive so we can deliver the best products and services to our customers, and we need diversity to help us achieve this. The more we collaborate and value differences, the closer we get to living in a truly inclusive community.
This diversity and inclusion strategy provides us with a road map to create an inclusive workplace. To help us achieve this, we need the commitment of every employee to understand what we are trying to achieve, to work together and be open to change. This strategy is everyone’s responsibility and I encourage you to get involved.
To have a respectful and supportive workplace that enables us to attract and retain a diverse workforce that represents our customers and community.
This strategy is a two-year plan to help us achieve our business and people goals. It provides a shared direction and commitment for the organisation so that we can work together to respect and value our diverse workforce and build a more inclusive workplace.
It comprises three key goals and identifies the priorities and actions we will take over the next two years. It outlines the key roles and responsibilities, and how we will track progress and measure success.
Roles and Responsibilities:
All employees have the responsibility to maintain an environment that is safe, respectful, and productive. Everyone has the right to be treated fairly within the workplace in an environment that recognises and accepts diversity.
We can all contribute by participating in workplace diversity and inclusion activities and opportunities, and by complying with all anti-discrimination and workplace diversity legislation.
Managers and supervisors can contribute by displaying a positive commitment to workplace diversity and inclusion, being role models, fostering an inclusive workplace culture, dealing quickly and effectively with inappropriate behaviour, and participating in diversity training and encouraging team members to attend.
The success of the strategy is dependent upon the support of everyone in the department. Everyone has a responsibility for contributing to a culture which supports and values diversity and inclusion.
|GOALS||OBJECTIVE||ACTIONS||ACCOUNTABILITY||BY WHEN||MEASURING SUCCESS|
|Workforce diversity||Recruit from a diverse, qualified group of candidates to increase diversity of thinking and perspective.||Advertise roles in a broad range of publications. Ensure a diverse range of candidates are represented at shortlist stage.||Human resources. All hiring managers.||Quarter 1||Increase in the representation of diverse employees.|
|Workplace inclusion||Foster a culture that encourages collaboration, flexibility and fairness to enable all employees to contribute to their potential and increase retention.||Provide inclusive leadership training for managers. Establish employee advocacy groups.||Senior Leadership team.||Quarter 4||All managers participate in inclusive leadership training. Three employee advocacy groups are established.|
|Sustainability and accountability||Identify and break down systemic barriers to full inclusion by embedding diversity and inclusion in policies and practices and equipping leaders with the ability to manage diversity and be accountable for the results.||Review policies and practices to identify and remove systemic barriers to inclusion. Implement a key performance indicator (KPI) for diversity and inclusion for all employees.||Human resources. Senior leadership team.||Quarter 3||All policies and practices are reviewed and updated. KPI is implemented into all employee’s performance plans.|
Our communication plan for this diversity and inclusion strategy will include regular updates to all employees on our progress and achievements. We will communicate through various channels, including email, company newsletters, and company meetings.
The effectiveness and achievement of our goals for diversity and inclusion will be reviewed and reported on quarterly. The report will be provided to the CEO and the executive team. The review will focus on the implementation of the actions, the progress made and successes. It will also identify any adjustments required to improve effectiveness.
The outcome of the evaluation and review will guide the development of further action plans.