5 diversity & inclusion tips for leaders
Learn 5 ways to promote diversity & inclusion in your workplace from experts across Australia and New Zealand.
Leaders have a huge role to play in creating diverse & inclusive workplaces. People look to leaders to walk the talk and bring policies to life. When leaders model diverse and inclusive behaviours, it helps people feel psychologically safe and creates a culture of belonging.
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.
1. Start slow
It’s important to “start slow” says Jordyn McCosker, Senior Learning and Organisational Development Advisor at Fletcher Building Australia.
“Diversity & inclusion is a culture change. You’re working with people’s existing mindsets and behaviours. If you move too quickly and introduce many new things at once, people are more likely to resist,” explains Jordyn.
Sarah Archer, Head of Diversity & Inclusion at Chorus, agrees.
“Diversity & inclusion always takes a long time. Sometimes, you might feel as though you’re never going to get there – but keep going, and don’t overcomplicate it. Small and simple is fine. And remember to celebrate as you go!” says Sarah.
2. Try different things
Every individual, team and organisation is different. 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.
“With a 12,000-strong team, we have an incredibly diverse employee base. Everyone comes from a different range of backgrounds. So one of the most important things for us is to offer a breadth of opportunities for people to get involved with,” explains Danielle.
“No one celebration, training programme, or awareness-raising event is going to impact everyone. We focus on having a variety of programmes that appeal to a diverse group of people.”
3. Celebrate differences
At its core, diversity & inclusion is about embracing different ways of thinking, working, and living.
Brett Bishop, People Experience Lead at Auckland Transport, believes “the true test for any diversity & inclusion strategy is uncovering diversity of thought”.
Sarah puts it this way: “At Chorus, we talk about differences as strengths. Don’t be afraid of having an unpopular opinion, as long as you can validate it. We need diversity of thought,” she explains.
4. Prioritise workplace wellbeing
Research shows a direct link between workplace wellbeing and diversity & inclusion.
“Wellbeing enables our diversity & inclusion culture to thrive,” says Danielle.
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. Keep the bigger picture in mind
Brett finds it useful to think about diversity & inclusion as creating balance, not just in workplaces but in the world.
“Diversity & inclusion is not about taking from or giving to – it’s about creating balance. 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.
“Balance addresses some real economic and societal issues that are happening right now. If we can get it right as employers across the world, that’s when we’ll start to see less problems and more good stuff happening. And, above all else, it’s just the right thing to do.”
