Employers

Is your organisation looking at ways it can enhance diversity and inclusion in the workplace?

Newcomers discussingDiversity is an important driver of creativity, innovation and productivity. A diverse workforce can help to open up international business opportunities, as well as help serve to the needs of a wider range of customers.

Developed by the Toronto Region Immigrant Employment Council, the 10 Keys to an Inclusive Workplace offers 10 ideas for making your organization more culturally inclusive.

  1. Key 1: View cultural diversity as a potential business driver
  2. Key 2: Learn how cultural differences can affect individual and team effectiveness
  3. Key 3: Search for the best local talent
  4. Key 4: Review your hiring practices
  5. Key 5: Make sure your new employees get a good start
  6. Key 6: Help your diverse team build the skills they need to achieve their business goals
  7. Key 7: Identify high potential in your diverse workforce
  8. Key 8: Have a strategy to become inclusive
  9. Key 9: You cannot build an inclusive workplace on your own
  10. Key 10: Know where you’re going

 Key 1: View cultural diversity as a potential business driver

More than 15,000 City of Stirling residents have recently arrived from overseas and settled in Australia within the last 5 years. This ranks the city as the local government with the largest migration intake in Western Australia, and puts it in the top 10 in Australia.

Building a newcomer-inclusive workplace is the right thing to do and the smart thing to do. A culturally diverse workforce helps you connect with localand international markets and is proven to be more innovative.

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 Key 2: Learn how cultural differences can affect individual and team effectiveness

Learn how to identify cultural differences in your workplace and turn them into an asset rather than an obstacle.

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The Kaleidoscope Initiative will be running organisational training in 2018. Register your interest


 Key 3: Search for the best local talent

Where you source your talent plays a major role in who you hire and is integral to your team’s success.

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Key 4: Review your hiring practices

You may be using out-of-date hiring practices which were used before cultural diversity was such a significant factor. Nowadays you must make sure that you do not exclude high-quality candidates due to unconscious bias.

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‘Excellent communication skills’ ask for:

‘The ability to write concise research reports or respond to customer enquiries professionally’.

Being more precise with your requirements, means candidates will be able to address them directly.

‘Tell me about your work style and preference’ becomes:

‘What type of reporting structure are you looking for?’

Social enterprise Covocate explains how employers can use blind recruitment to reduce the impact of unconscious bias.


Key 5: Make sure your new employees get a good start

You invested in the hiring process, so protect to that investment you will need a comprehensive induction program. Learning the unwritten rules of a new organisation can be a challenging process no matter where you are from. This can be particularly difficult if it is your first job in Australia. Support your new employees so they can become more productive.

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Key 6: Help your diverse team build the skills they need to achieve their business goals

Diversity in the workplace is a reality and will change the dynamics of your team. Developing their cultural competency is the key to success in the global marketplace. Provide your team with the training and support they need to succeed.

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Key 7: Identify high potential in your diverse workforce

There is a significant cost when employees become disengaged or leave the company. Identifying your high-potential talent and providing them with the opportunity to grow and develop is important to the success of your business. Yet, cultural differences can mean that you are missing high-potential talent who could play a much bigger role in your workplace.

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Key 8: Have a strategy to become inclusive

 The City of Stirling is one of the most culturally diverse local governments in Western Australia.

 

Diversity is a reality for our workforce, and the goal is to make it an asset. This requires a strategy.

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[1] 2016 Census of Population and Housing, Australian Bureau of Statistics
[2]Settlers in Stirling 2011-2016, Settlement Reporting Facility, Australian Government


Key 9: You cannot build an inclusive workplace on your own

By definition, inclusion means considering different perspectives. Building a culturally – inclusive workplace is no different. You need multiple perspectives to move forward. Getting input from others and learning from it will strengthen your efforts.

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Key 10:  Know where you’re going.

Identify what success looks like and the indicators to measure progress

Diversity and inclusion are not things you pursue just to feel good. They are a business driver to help you achieve your objectives. But they only work if done correctly, and this takes time and commitment. Hold yourself and your team accountable for meeting your diversity and inclusion objectives.

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This page uses a template created by the Toronto Region Immigrant Employment Council (TRIEC): 10 Keys to Developing a Culturally Inclusive Workplace. View original.

Leading in Diversity and Inclusion

In 2018 the Kaleidoscope Initiative will be offering professional development and networking opportunities for organisations. These activities will be aimed at sharing best practice and equip employers with the knowledge and skills to promote diversity and inclusion.

Sign up to stay informed about this program of events