Having a simple tick-the-box diversity program is no longer considered good practice in the workplace.
Employees, and customers alike, expect a business to fully embrace, recognise and honour people from all walks of life, with their differing perspectives and unique life experiences creating an environment where people can feel comfortable bringing their authentic self to work.
In fact, as we look to the future, businesses now need to consider equity, diversity and inclusion as its own entity, breathing life into an organisation that matches what life is like in the real world.
Moving on from a one-size-fits all approach to diversity
While the importance of diversity has long been recognised, many organisations are yet to fully embrace the notion of equity, diversity and inclusion.
Equity, which is recognising that each person has different circumstances and will need different resources and opportunities to reach an equal outcome.
Along with diversity, which gives opportunities to all people, including those in minority groups, people with disability, and people of different cultural backgrounds.
This brings more diverse ways of thinking, viewpoints, experiences, skills and talent to a workplace.
However, building a diverse workforce is just the first step, not the final outcome.
To be successful, a business must also create and provide an inclusive workplace where people feel safe, respected, accepted, comfortable being themselves and where everyone’s voice is heard.
This is a workplace where people can thrive.
People who feel accepted, heard and respected are happier at work and are more motivated.
This enhances productivity across the whole workforce.
An Australian study by Deloitte found that, on average, an inclusive team will be 35% more productive (i).
Added to this, a business that employs a diverse range of people will have more knowledge and different perspectives to draw on.
A workplace that embraces and respects diversity and difference is bound to produce new ways of thinking and operating - which can fuel growth.
The same study found that inclusive workplaces saw an 83% improvement in their ability to innovate (ii).
And it’s no surprise to learn that an inclusive culture that respects the perspectives and voices of everyone is more likely to have strong team collaboration and experience a 42% improvement in team collaboration (iii).
Looking inside APM
At APM, across all our brands and business areas, we are committed to ensure we create inclusive workplaces for all of our people. We think it just makes sense on so many levels.
It means that, as a company, we’re opening ourselves up to a broader range of people to come and work with us.
We are always looking at how we can improve our own workplaces and ways of working, making sure our people have the knowledge, skills, and capability to properly support our clients, and each other.
We recently delivered Disability Inclusion Training to our employees about what it means to live with disability and how to create more inclusive workplaces.
New starters also complete Aboriginal & Torres Strait Islander Cultural Awareness training when they join to better understand their client and peer perspectives.
Our Employee Resource Groups actively engage across the business to drive initiatives focused on disability, pride, First Nations, and culturally and linguistically diverse communities.
Creating a pathway for the future
We’re a business that works with a diverse range of clients and proudly works hard to achieve our purpose of enabling better lives.
We recognise more can be done to fully embed equity, diversity and inclusion into our business.
The possibilities are endless, and we look to the experience of companies such as Suncorp, which has broadened its approach to include 'LIFE-X' for life experience, for its over 50s community.
Additionally, Thales has introduced an Accessibility and Neurodiversity Employee Resource Group.
APM has created leadership positions in this space to drive tangible and measurable actions.
Former tennis Paralympian Michael Dobbie-Bridges is APM’s Strategic Advisor on Disability, and swimming Paralympian Ellie Cole has become an APM Ambassador to work with us on highlighting the importance of supporting inclusion and diversity in all aspects of work, sport and recreation.
Strengthening the voice of APM’s Aboriginal and Torres Strait Islander employees is also key element of our commitment to being a diverse and inclusive organisation.
We have an Indigenous Workforce Strategy that outlines our commitments and actions.
APM have also recently appointed Joel Duckham, a proud Noongar man, to lead our Talent Acquisition team to attract and retain Aboriginal and Torres Strait Islander employees, and create a culturally safe place for them to thrive.
Our LBGTQIA+ community is also proactive in building a foundation of knowledge among employees about what it means to create an equitable experience for all employees.
APM recently sponsored members of the Pride Network to attend the LBGTQIA+ Leadership Summit and have introduced pronouns to email signatures to affirm our respect for everyone at APM.
Everyone wins
The best thing about equity, diversity and inclusion is that everyone wins.
There are obviously individual and social benefits to giving all people the opportunity to find meaningful work. This helps them, their families, and the whole community.
An inclusive workplace with a more diverse employee base is better equipped to serve, empathise with, and respond to a diverse range of customers. The best way to do that is to reflect the diversity of the community within our team.
Equity, diversity, and inclusion not only enhance the talent a business can attract and retain, but also create better business partnerships and improves client loyalty.
It possible to create an environment where everyone wins.
Sources
(i) Global Industry Analysts, Inc Diversity and Inclusion (D&I) - Global Market Trajectory & Analytics
(ii) Waiter, is that inclusion in my soup? A new recipe to improve business performance - Deloitte for Victorian Human Rights and Equal Opportunity Commission
(iii) Waiter, is that inclusion in my soup? A new recipe to improve business performance - Deloitte for Victorian Human Rights and Equal Opportunity Commission
