Corporate Diversity Pathways

Inspired by Enterprise Professor Jane Burns’ recent presentation on mental fitness in sport at the Ministry Of Sports' inaugural Wellbeing in Sport Summit, Jane has now written “Thriving Beyond Burnout — From Surviving to Thriving,  Mental Health Matters ”, designed to help organisations understand the critical role mental health plays in employee wellbeing and productivity. Jane has used her international experience in integrated workforce wellbeing to create this insightful guide, which offers practical tips for cultivating mental fitness, wellbeing, and resilience in the workplace. Download your free eBook by following the link or QR code below. https://lnkd.in/ghD2gPam #CorporateDiversityPathwaysEvents #CorporateDiversityPathwaysResources Jéromine Alpe Josephine Palermo Laurel Cook

As 2024 comes to a close, many of us are wrapping up work for the year, while for countless others their busiest season is upon them. At CDP, we have the privilege of supporting workplaces of all sizes, creating meaningful impact with diverse teams and the communities they serve. At the heart of everything we do is our commitment to diversity, equity, and inclusion. This year, we've been honoured to help our clients grow, collaborate, and thrive together. We thank you for your trust, partnership and continued collaboration in 2025. For now, we wish you a safe and joyful holiday season with those you love.

💜💛 Lead with Purpose: Head of Fundraising & Partnerships 💜💛 Humpty Dumpty Foundation is searching for a driven Head of Fundraising & Partnerships to lead impactful fundraising initiatives and grow vital support for children’s medical equipment in hospitals across Australia. Take charge of major campaigns, corporate partnerships, and donor growth while collaborating with a passionate and small team. This role offers the opportunity to make a meaningful impact by driving sustainable income streams and fostering long-term partnerships. We are partnering with Corporate Diversity Pathways on this important role so please reach out to Jéromine Alpe for more info. If you're a strategic leader with a passion for purpose-driven work, this is your chance to create lasting change. 📩 Apply now for a new role in the new year! https://lnkd.in/gVmMQT46

Building a truly inclusive workplace culture doesn’t happen by accident. Our latest article, “Creating an Inclusive Workplace Culture,” dives into the actionable steps organisations can take to create environments where diversity thrives. Check the comments below for the link to this must-read article for leaders committed to making meaningful change. Image Description:  The image states, 'The road to inclusivity is a journey that requires the improvement of diversity metrics, and the creation of workplaces where everyone feels valued and empowered to thrive.' #CorporateDiversityPathwaysArticles #CorporateDiversityPathwaysDEI Jéromine Alpe Josephine Palermo Jane Burns Laurel Cook

How many hours of overtime do you think get quietly swept under the carpet on behalf of your team each week? If you don’t have the answer, or think it’s irrelevant in the age of flexible working, this post is for you. It’s fair to say that the pandemic, lockdowns and work-from-home directives blurred the lines between standard workdays and overwork, as people grappled with balancing family, work responsibilities, relationships, home schooling, and sharing workspaces with partners, kids and pets. The result is a culture where overtime often feels unavoidable, or worse, expected. However studies show that excessive overtime doesn’t boost productivity or achieve KPIs. Instead, it drains mental health, impacting individual wellbeing and overall workplace culture. Poor wellbeing leads to poor mental health - a psychosocial risk that could negatively impact your business with Australia’s newly implemented psychosocial safety legislation. ➡️ Non-compliance with psychosocial safety standards can incur significant penalties, affecting brand reputation, employee trust, and employer branding. ➡️ Prioritising mental health and work-life balance isn’t just good for wellbeing, it’s the foundation of a thriving workplace culture where all employees feel heard, considered and valued. At Corporate Diversity Pathways, we believe DEI strategies should start where your organisation is today. DEI commitments should also include employee psychological safety and wellbeing and a focus on mental fitness and through digital, virtual and in-person programs. This includes well-rounded and carefully thought out processes around the layered issue of overtime, and the complex culture around it. This is how you support a healthier, more productive workforce where people can thrive, not just survive. Connect with CDP Head of Customer Experience Laurel Cook today to learn more about building a DEI-led, compliant and safe workplace with a better understanding of the updated Work Health and Safety Regulations. #CorporateDiversityPathwaysPsychosocialSafety #CorporateDiversityPathwaysMentalHealthInitiatives Jéromine Alpe Jane Burns Josephine Palermo

Gen Z enters the workforce with fresh perspectives, digital fluency, and a passion for purpose-driven work. They also often face significant challenges, such as mental health pressures and financial instability. Addressing these challenges is essential for their success and, ultimately, for the success of the organisations they choose to work with. Coaching is one of the most powerful ways to empower individuals at work, and CDP’s Early Career Coaching is an opportunity for employers to invest in the next generation of leaders by: ☑️ Building confidence in professional settings, cultivating career resilience and helping to recognise unique strengths, navigate workplace dynamics, and set achievable career goals; ☑️ Focusing on mental health and resilience, equipping young professionals with the right tools to manage stress and balance workplace demands; ☑️ By supporting young professionals in understanding their pay, benefits, and entitlements, fostering trust and reducing turnover; ☑️ Improving workplace adaptability by teaching them to pivot, problem-solve, and thrive; ☑️ Creating inclusive pathways for growth and ensuring diverse talent feels seen, heard, supported and valued. Mental health is particularly important to workers born between 1996 and 2010.  Gen Z are more open about their struggles but often don’t receive adequate support in response. Financial stress only compounds this, further affecting focus and performance. Corporate Diversity Pathways coaching programs go beyond simply addressing concerns—they transform them into powerful opportunities for growth, helping to cultivate confident, purpose-driven future leaders who make lasting, meaningful contributions to their organisations' success and culture. If you're ready to unlock Gen Z's potential by investing in early career coaching that aligns with their values of authenticity, well-being, and inclusivity, click the link below to discover how our individual and peer-to-peer programs can support your organisation’s growth and success. Image description: This infographic highlights the benefits of CDP's Early Career Coaching for young professionals. The image includes key elements such as building confidence, mental health and resilience support, career goal-setting, workplace adaptability, and creating inclusive pathways for growth. Jéromine Alpe Jane Burns Josephine Palermo Laurel Cook #CorporateDiversityPathwaysCoaching #CorporateDiversityPathwaysResilienceTraining

CDP Insights - December 2024: Teaming with Australian Organisations to Cultivate a Diverse Workforce

Companies who care 🫶 that genuinely want to engage and employ people with #downsyndrome and provide career pathways Corporate Diversity Pathways Jéromine Alpe Laurel Cook Inclusion Australia Inclusion Foundation Yooralla Laura Green Mark Coyne EML Group CVGT Employment Allianz Australia Andrew Lewis Allara Global Steve Lewis Would Love a chat 💗especially today, but on every day #IDPwD - my favourite campaign #assumethatican - because you can 🤜

If you’ve ever worked within an organisation committed to inclusive recruitment and DEI-led talent solutions, you will have seen that by embedding transferable skills strategies, your organisation’s doors are open to a wider talent pool of diverse candidates. For this shift to work,  those hiring need to be trained and properly briefed on identifying and valuing transferable skills. Here are some of the DEI-led talent solutions we implement to strengthen the recruitment process in this area: ☑️ We educate hiring teams and provide training on unconscious bias and recognising  the value of transferable skills; ☑️ We redesign job descriptions with a focus on essential skills, avoiding overly specific requirements that could exclude diverse talent; and ☑️ We promote internal mobility with mentorship and reskilling programs that empower all employees to grow and succeed within your organisation - rather than feeling the need to resign to take the next step in their career. We partner with our clients to redefine recruitment with a more inclusive, skill-driven approach. Connect with CDP Head of Customer Experience Laurel Cook today to learn more about how we can support your organisation’s commitment to embedding diversity led recruitment policies and procedures  through in-person and virtual training, DEI-led recruitment strategies, and inclusive executive search, recruitment and selection solutions. Image description: This infographic highlights Corporate Diversity Pathways' DEI-led talent solutions designed to enhance your recruitment process. Our strategies include educating hiring teams on unconscious bias, redesigning job descriptions to attract diverse talent, and promoting internal mobility through mentorship and reskilling programs. These initiatives ensure that every employee has the opportunity to grow and succeed within your organisation, empowering your workforce with inclusive practices that foster growth and diversity. #CorporateDiversityPathwaysTraining #CorporateDiversityPathwaysDEIConsulting Jéromine Alpe Josephine Palermo Jane Burns

Did you know that Australia is the only liberal democracy without a national act or charter of human rights? This has significant implications for diversity, equity, and inclusion in Australian workplaces. Human Rights Acts have only been passed in Victoria, the Australian Capital Territory and Queensland, leaving citizens in half of the country without the right to freedom of expression and potentially exposed as victims to violence and discrimination.  A human rights act at the federal level would protect every Australian, and without one the nation cannot fully embrace DEI in the workplace due to: ➡️ Limited protections against discrimination and bias for marginalised communities in the workplace. ➡️ DEI protections that vary widely across each state, creating unequal employee conditions without the enforcement of national guidelines. A national Human Rights Act would set a clear standard for employers to follow and lay the foundations for a more inclusive Australia. For this to happen, we need to advocate for a Human Rights Act along the lines of the model developed by the Australian Human Rights Commission: ☑️ Defined fundamental rights that clearly outline protections for all and reinforce equity in the workplace. ☑️ A consistent framework that establishes a standard for all workplaces and ensures every employee is protected. ☑️ Policies to hold organisations accountable for upholding the act, creating safer, more inclusive work environments. At Corporate Diversity Pathways, we’re committed to championing the development of an official human rights act that supports an Australian workplace culture grounded in respect, equity, and inclusion. Connect with CDP Head of Customer Experience Laurel Cook today to learn more about our approach to workplace diversity, equity, and inclusion and inclusive search and selection. Image description: This infographic highlights the reasons why DEI cannot be fully embraced and provides a checklist to advocate for a Human Rights Act based on the model developed by the Australian Human Rights Commission. #CorporateDiversityPathwaysWorkplaceDEI #CorporateDiversityPathwaysInclusiveRecruitment Jéromine Alpe Josephine Palermo Jane Burns