OD Consulting’s Post

It was disheartening to see a decline in the experience of workplace inclusivity as revealed in the latest release of the Diversity Council Australia Ltd, Inclusion@Work Index 2023–2024. The study found that non-inclusive teams have risen, with 19% of workers reporting non-inclusivity—an increase from 12% in 2021. Of further concern, 27% of workers characterised their manager as non-inclusive, representing a troubling escalation from 18% in 2021. It’s clear that now is the time for concrete plans and tangible actions, leaders must move beyond fancy words and cupcakes to real conversations and changed behaviours, so everyone feels included whenever and wherever they go to work. #diversityandinclusion #inclusiveworkplace #leadershipdevelopment

Today marks the start of #NationalInclusionWeek (NIW) run by Inclusive Employers. The annual event aims to highlight the importance of inclusion across the UK. It gives organisations an opportunity to engage with employees and the wider community who are passionate about inclusion and help drive positive changes that create more inclusive workplaces. The theme of this years NIW is 'Impact Matters' which highlights that every individual has the potential to make a significant impact to inclusivity. Organisations with inclusive cultures are more likely to attract a wider diversity of talent. This matters: according to Forbes (2017, 'New Research: Diversity + Inclusion = Better Decision Making At Work') diverse teams delivered 60% better results and inclusive teams make better business decisions 87% of the time. Diversity and Inclusion is good for individuals, businesses, and society as a whole. For ideas on how to be more inclusive in the workplace follow LeadershipMinds. #Inclusion #Diversity #Leadership #NationalInclusionWeek

Some very interesting findings in this report. In Australia worker experience with exclusion has increased post-pandemic and contrary to what many may believe non-inclusive teams are more common. This is a worrying development, especially as research shows that inclusive teams are 9.5 times more likely to be innovative and 5 times less likely to experience discrimination and/or harassment at work. Diversity, equity and inclusion matters! I encourage you to have a read of the report and let’s all agree to do our part in making people feel respected and valued.

Let’s address the disappointing statistics from the CIPD and Reed’s 2022 “Inclusion at Work” Report. These findings shed light on the current state of workplace inclusion: 📉Approximately 59% of companies plan to increase their DEI budgets over the next 12 months. However, this represents an 84% decrease from the budget growth observed in 2022. 📉 More than a third (36%) of companies were not planning to focus on any specific DEI areas over the next five years. 📉About 25% of DEI activities are reactive rather than proactive. Why should organisations care about DEI? Countless studies shows that less diversity means less innovation and lower performance. Organisations that prioritise DEI are better equipped to respond to challenges, attract top talent, and meet the needs of diverse customer bases. By addressing both diversity and inclusion in their strategies, organisations can encourage a more inclusive and equitable workplace. 🌟 #DEI #DEIstrategies

🌍 Happy National Inclusion Week! 🌍 As recruitment consultants, we’re excited to celebrate the importance of inclusion and diversity in the workplace! This week, we want to highlight the six pillars of inclusion and diversity that form the foundation of the Inclusive Employers Standard (IES) accreditation. These pillars—Engage, Equip, Empower, Embed, Evaluate, and Evolve—provide a comprehensive framework for measuring and enhancing inclusion practices across all organisations, regardless of size or industry. They help ensure that inclusion is not just a checkbox but a core value that drives positive change. ✨ Why are the six pillars essential? They allow organisations to demonstrate their commitment to inclusion through real examples and measurable practices. This flexible approach ensures that every workplace can celebrate and progress in their inclusion journey. To find out more check out this article > https://lnkd.in/eumyZSJS Join us in recognising the significance of these pillars and the impact they have on creating a more inclusive environment for everyone! #NationalInclusionWeek #Inclusion #Diversity #InclusiveEmployers #CelebrateInclusion

This week, Advantage Smollan UK is celebrating #NationalInclusionWeek2024! We are proud of the 95%+ scores we consistently achieve in our Great Place to Work UK surveys, reflecting our commitment to treating everyone fairly, regardless of race, gender, age, or sexual orientation. However, we recognise that there is always more we can do. Equity, Diversity, and Inclusion (EDI) are at the heart of our culture, and we believe that by embracing our differences, we continue to build a stronger, more inclusive workplace for everyone. The theme for National Inclusion Week 2024 is "Impact Matters," which calls on everyone in any organisation - from leaders and inclusion professionals to teams and individuals - to recognise their potential to make a profound and positive impact. The focus of Impact Matters is on understanding, identifying, and measuring the impact on marginalised groups, as well as the impact on business success. It also aims to identify the barriers and opportunities for making genuine, sustainable change. To support this year's "Impact Matters" theme, our HR team has developed materials designed to help colleagues make a meaningful impact in their roles. Our differences make us stronger, and by understanding and embracing these differences, and considering how we can work in a fully inclusive way, we can help Advantage Smollan continue our journey to being an even Greater Place To Work!

This article is here to guide you through the journey of creating policies and decision-making frameworks that truly embrace diversity and inclusion, making your workplace a more vibrant and equitable environment for everyone. Let's explore the importance of inclusivity in policy-making, strategies for incorporating diverse perspectives, and the essential steps of implementing and evaluating inclusive policies. Together, we can pave the way for a brighter and more inclusive future for all. Key Takeaways - Inclusive policy-making enhances a sense of belonging and leverages diverse insights for innovative solutions. - Actively incorporating diverse perspectives requires empathy, active listening, and seeking out marginalized voices. - Implementing and evaluating inclusive policies ensures they reflect diversity and inclusion in daily organizational life. - Inclusive policy-making necessitates participatory decision-making and values diversity for crafting equitable policies. - The journey towards inclusivity is ongoing, demanding continuous evaluation and adaptation to reflect the evolving landscape of diversity. This article highlights the importance of inclusivity in policy-making to create a workplace where every voice is valued and heard. What are your thoughts on incorporating diverse perspectives into decision-making processes? Share your ideas in the comments below! #leadership #inclusion https://hubs.la/Q02vcQj50

I believe visibility matters! That is: visibility is vital to real 'inclusion' in the DEI equation. And for individuals from underrepresented or marginalised groups to feel included and valued - they need to feel safe and supported being visible. What is inclusion? I liked this definition of inclusion in the Diversity Council Australia Ltd's "The Case For Inclusion @ Work Index 2023-2024" just published in Oct 2024. It says: "Inclusion is getting this mix [of diversity] to work. Inclusion occurs when a diversity of people are respected, connected, progressing and contributing to organisational success." "Connected and progressing" surely means they [people who bring diversity] are confident about being visible. For me and my work at Visibility Media, inclusion means people who bring diversity to a workplace should also feel confident and empowered about being being seen and heard... empowered to speak up and make a contribution, ie: visible! But for individuals from underrepresented or marginalised groups to feel included and empowered, they also need to feel safe and supported being visible. That's where employers, businesses and workplaces come in. They need to empower their people to be visible, so they can feel properly included. Visibility helps challenge biases, promotes understanding and fosters an environment where everyone feels they belong and can contribute. If you're fearlessly and authentically visible at work, you can shape your world and realise your dreams and aspirations, and make an impact on the organisation. Win, win!

This week marks #InclusionatWorkWeek, an initiative led by Diversity Council Australia Ltd. At Keegan Adams Recruitment, we’ve witnessed the value of fostering an inclusive environment—not only in enhancing individual wellbeing but also in driving innovation and boosting overall performance. The DCA provides fantastic resources, like their exploration of diversity, inclusion, and intersectionality, to help organisations turn good intentions into meaningful action. These tools challenge us to go beyond awareness and think about how we can integrate inclusivity into every level of our workplaces. -How can we take actionable steps to foster inclusion in our day-to-day work? -What practical changes can we make to embrace intersectionality and better support our colleagues? -How can we ensure inclusion becomes a core value rather than just a checkbox? At Keegan Adams Recruitment, we’re inspired by the efforts of organisations driving these conversations forward. As recruitment professionals, we play a part in shaping workplace cultures, and #InclusionatWorkWeek is a reminder of the role we all have in building environments where diversity and inclusion aren’t just goals—they’re a way of working. To read more, click on the link below. https://lnkd.in/ghQnMxxB #InclusionAtWork #DiversityCouncilAustralia #KeeganAdamsRecruitment

This week is National Inclusion Week in the UK which offers the opportunity for businesses to reflect on the effectiveness of their Diversity, Equity and Inclusion (DEI) strategies. Conexus Human Capital discusses the theme for this year, "Impact Matters" and how to ensure that DEI initiatives are genuinely impactful, rather than just ticking boxes. https://lnkd.in/eaQAQbi4