how expectations of employers have shifted to meet society’s expectations regarding sexual harassment and inappropriate behaviour.
“It’s a lofty expectation for any conference organiser to plan the speakers and panels with the intent of keeping the attention of participants for the entirety of the conference – but I believe this one did!” — Diana Hewitson of Ambition Group Consulting reflects on the Workplace Diversity & Inclusion Conference.
Victoria Park shares what as worked in promoting awareness and understanding of cultural diversity and inclusion at PwC; and discusses the new parental leave policy that increase flexibility for employees at PwC.
Diana Hewitson, Head of Diversity & Inclusion Services at Ambition Group, reflects back on the Workplace Diversity & Inclusion Conference, which took place in Melbourne this October.
Diane Utatao discusses the importance of linking diversity and inclusion to organisational values, building the inclusive leadership capability of an organisation to build psychological safety and measuring data, setting targets, measuring their processes.
Stephen Cornelissen explains the responsibility organisational leaders have in breaking down the barriers that stand in the way of a gender-diverse work culture.
Dai Le, founder of DAWN discusses why we don’t often see a strong representation of individuals with Asian heritage in leadership positions. Dai explains that despite many Asian-Australians aspiring to work at levels of seniority, they often find it too difficult to challenge the cultural glass or “bamboo” ceiling.
We ask Alec Bashinsky of Deloitte – how can organisations engage their workers to overcome bias to sameness of thinking? See what he has to say!
Roman Ruzbacky opens day 2 of the Workplace Diversity & Inclusion Conference with important discussion around some of the challenges that surround diversity today.
For me diversity and inclusive leadership is important. It’s important to have our leadership teams reflect our society. For many organisations, diversity and inclusion are too often derided as “soft” human resource issues.