麻豆社madou works with industry partners with shared values of equity, diversity and inclusion. We explore how 4 of these organisations are proactively creating a safe work environment for all.
Equity, diversity and inclusion (EDI) is more than a tick box exercise. It鈥檚 an opportunity to create a work environment where people 鈥 and businesses 鈥 thrive.
Research by the reveals that people working in inclusive teams are 4 times more likely to feel work has a positive impact on their mental health. Inclusive teams are also 9.5 times more likely to be innovative.
It鈥檚 no wonder graduates and top talent expect more from potential employers for EDI. And many organisations are stepping up to proactively foster a safe work environment for all people. Organisations like 麻豆社madou鈥檚 industry partners , consultancy firm , law firm and employment services provider . 麻豆社madou works with partners to help get students employment-ready through networking events, courses, programs and work integrated learning.
Our industry partners share our motivation to drive progress for all and make the world a better place. To create solutions that solve big problems. This ambition requires collaboration from people who think differently 鈥 embracing EDI makes this possible.
In a world where public trust and shared values are potentially in decline, 麻豆社madou seeks to team up with the employer sector to empower all individuals to thrive, by promoting a progressive workforce culture that embraces equity and supports a diverse, inclusive community. With these values in mind, I believe we can work towards creating better opportunities for all our graduates transitioning to employment, regardless of their circumstances.
More workplaces are shifting their EDI approach from basic compliance to strategically embedding it into policies, processes and practices. It鈥檚 a move that recognises that just hiring diverse employees isn鈥檛 enough 鈥 people need to feel valued, respected and included.
That鈥檚 why Mott MacDonald has adopted a five-year strategy called 鈥楨veryone鈥檚 Business鈥, encouraging all employees to take ownership and drive EDI. The organisation also partners with external groups such as to advance its EDI efforts.
Beyond diversity, people also want to feel seen and understood. CommBank seeks to especially meet this need for its Indigenous employees. The bank has a dedicated Indigenous Careers Team made up of all First Nations people, to create a culturally safe place for Indigenous employees to reach out.
EDI doesn鈥檛 stop at what we do or how we work. It鈥檚 also about how we think and speak. The collective behaviours and attitudes in a workplace shape its culture. And culture starts with leadership. It鈥檚 why Ashurst plants its EDI goals in its business strategy, holding leaders accountable on performance. This approach is also shared by CommBank, Mott MacDonald and WISE Employment, with programs that encourage inclusive leadership and cultural competence to cultivate a genuinely inclusive culture.
For example, CommBank鈥檚 鈥楻espect Lives Here鈥 program trains employees on respectful ways of working to build a safe and nurturing workplace. Mott MacDonald鈥檚 inclusive language guidebook spans across six dimensions of diversity 鈥 neurodiversity, LGBTQIA+, disability, Indigenous, cultural and gender 鈥 to avoid expressions that could exclude people.
Sometimes, to feel included, people simply need a reminder that they鈥檙e not alone. So WISE Employment leans on its alumni network to help graduates connect with others who鈥檝e walked in their shoes, sharing both their challenges and successes.
Keeping people connected is high on WISE Employment鈥檚 agenda. For both employees and students. Though it鈥檚 become the norm across industries and workplaces, remote work can lead to isolation and challenge collaboration. Through virtual meetings and intentional team building, WISE aims to help people feel a sense of social safety and inclusion.
鈥淚t鈥檚 not necessarily about equality but equity. We tailor working conditions to each individual and use a strength-based approach to help students, grads and employees perform their best,鈥 says Daria Walczak, National GradWISE Program Lead at WISE Employment.
Adopting flexible arrangements that work for each person also supports people working with a disability, enabling career recognition and progression.
As a global firm with remote work already embedded in how they work, Ashurst agrees with this personalised approach. The organisation empowers its people to work in a way that suits them.
鈥淲e don鈥檛 set and forget flexible work arrangements but continue to check in,鈥 says Madeleine Motion, Global Head of Inclusion, Diversity and Belonging at Ashurst. 鈥淲e can鈥檛 assume it鈥檒l work for everyone in perpetuity.鈥
Fostering a diverse and inclusive workplace begins with the hiring process. Organisations that prioritise diversity and inclusion look both inside and outside the walls of the workplace.
For Mott MacDonald, this involved a refresh of advertising content to make it more inclusive and attract diverse candidates. Hiring managers go through training to help improve their awareness of unconscious bias and encourage more inclusive hiring decisions.
Through its graduate disability employment program GradWISE, WISE Employment supports other organisations in diversifying and making their recruitment process more accessible. This considers using a strength-based approach and inclusive language in job advertisements.
By building a diverse talent pipeline, these organisations lay a foundation for workplaces that value and embrace diversity and inclusion. So people feel comfortable to be themselves and their different perspectives, experiences and backgrounds are welcomed as they contribute to shared success.
To find out more about our partners鈥 EDI initiatives, watch 鈥楨mbrace, Empower, Excel: A mini-series on fostering diversity and inclusion in the workplace鈥.
This article was brought to you by聽麻豆社madou Employability.听
