Elizabeth Griffin’s Post

Thank you to Roman Ružbacký, Michelle Lim 林敏诗, Marnie King, Dr Michelle Phipps FCPHR, PhD, Alison Woolsey, Tani Jacobi (CPHR) and Australian HR Institute (AHRI) for an insightful and very timely session on diversity, equity and inclusion. Fantastic insights on: 💡Obtaining organisational ‘buy-in’ 💡‘Not about us, without us’ 💡 Building cultural literacy 💡 Leveraging compliance obligations 💡 Unlearning assumptions and biases 💡 Understanding complex data and intersectionality There are many DEI-related obligations for organisations, such as: 🎯 the positive duty under sex discrimination legislation concerning unlawful discrimination, sexual harassment, harassment on the ground of sex, hostile workplace environments and victimisation 🎯 work health and safety obligations, including to manage psychosocial hazards at work 🎯 obligations under discrimination and employment laws concerning equal employment opportunity, including throughout employment

I had the privilege of facilitating our final AHRI DEI Week session today - Building Inclusive Workplaces: Systemic Enablers for Diversity, Equity, and Inclusion. Thank you Sarah Abbott, Krithika Hansen and Mathew Paine, for providing such genuine, engaging and valuable insights. Key takeaways included: 💡 Take time to reflect (balcony) - understand your organisational context, listen to people's lived experiences, share these experiences and evidenced based insights especially with leaders to explore their context 💡 Use storytelling during your cultural change journey - understanding and empathy for different lived experiences, personal connection and impact and building a collaborative and shared pathway together 💡 Build resilient teams - seek feedback to understand their context and experiences, build capability through tailored learning and tools based on common language and relevant frameworks, consider the support and learning needed to manage specific challenging situations 💡Ensure accountability - through co-creation, understanding responsibilities, agreeing on expectations and performance measures and robust governance 💡 Inclusive leadership - understanding the business drivers, ethical imperative and legal implications of DEI, authentic engagement with a range of people, meaningful communication and involvement in initiatives, demonstrated accountability from the Board down 💡 Communicate evidenced based impacts - on organisational strategic direction, employees, customers, etc 💡 AI - embrace vs avoid, create guidelines and frameworks, learn together by supporting people to build AI capability 💡 Words of wisdom - be true to yourself and your values, deeply listen to understand, don't just focus on the loud minority - listen to how people's experiences have been positively impacted, focus on what you can control and influence, don't get side lined - prioritise what will support us achieve our organisational direction

This year’s OICCI 2nd Diversity & Inclusion Conference 2024 marked a powerful step forward in fostering an inclusive and sustainable future, aligning with the International Day of Persons with Disabilities. Themed “Amplifying the Leadership of Persons with Disabilities for an Inclusive, Sustainable Future,” the event brought together CEOs, HR leaders, policymakers, and changemakers to engage in impactful conversations around: 🔹 Overcoming barriers to PWD employment 🔹 Enhancing HR policies and inclusive recruitment practices 🔹 Improving workplace accessibility 🔹 Strengthening public-private partnerships for policy reforms From inspiring keynote speeches to thought-provoking panel discussions, the conference shed light on the power of neurodiversity, personal resilience, and actionable strategies to build equitable workplaces. Speakers like Ahmed Bozai (Chair OICCI D&I Subcommittee), Sadia Salman (CEO, DIET BY DESIGN), Salman Elahi (BINAE EDUCATION FOUNDATION), Arslan Ahmed (Standard Chartered), and a dynamic panel of experts emphasized how inclusivity drives innovation, progress, and collective growth. As the event concluded, a resounding call to action was made: Let’s lead by example, celebrate diversity, and work towards a future where every individual has the opportunity to thrive. #DiversityAndInclusion #OICCI #PWDInclusion #EquityForAll #InclusiveLeadership #AccessibleWorkplace #InclusiveFuture #LeadershipInDiversity

Today Marks the Start of DEI Week at Marie Stopes Society Pakistan! At Marie Stopes Society Pakistan, we proudly launch Diversity, Equality, and Inclusion (DEI) Week, reinforcing our commitment to fostering a workplace where everyone feels valued, respected, and empowered. DEI is not just a guiding principle for us—it’s embedded in our culture and daily practices. 🔹 Our Commitment to DEI: From recruitment and training to leadership and career development, MSS ensures compliance with DEI standards at every step. We prioritize equal opportunities for all, creating an environment where diverse voices and perspectives are celebrated. Our policies are designed to protect against discrimination, provide accessible support systems, and promote fair treatment across all levels of the organization. 🔹 Outcomes of Our DEI Efforts: A strong DEI framework has led to a more inclusive workplace, increased team collaboration, and improved decision-making as we benefit from diverse viewpoints. This inclusive culture enhances our services, allowing us to better connect with the communities we serve and address their unique needs with empathy and respect. We are striving to become a workplace that champions diversity, equality, and inclusion—building a better, more inclusive tomorrow together! #DEIWeek #MarieStopesSociety #DiversityMatters #InclusiveWorkplace

Looking forward to this discussion and sharing session on DEI!

This year, I embarked on a journey as the co-chair for our DE&I committee. While I have always been an advocate of bringing one's authentic self to work, this new responsibility has deepened my commitment to fostering inclusivity. The first time I chaired a DE&I committee was 10 years ago. Back then equity was not really part of the conversation in the way it is now. We spoke about how representation was important but rarely about why this representation was lacking. We are now acknowledging the work that needs to be done so that people are given equal opportunities – a necessary change. Today, inclusivity is not just a buzzword - it's an acknowledgement of the damaging impact that exclusion and discrimination can have on individuals and their families. In my personal life I have witnessed the devastation that internalization of stigma can cause. Reflecting on these experiences is a reminder that our work in building an accepting and affirming environment for all is as crucial as ever. I am taking this opportunity to continue to be a strong ally and foster an environment where individuals feel valued, respected, and affirmed. Being an ally means much more than just understanding or empathizing. It demands active participation, genuine support, and a willingness to learn and unlearn. Join me in this endeavor. While there has been significant movement in a positive direction there is still a long way to go. This goes beyond one organization; we need to see change within the very fabric of our actions. Together, we should aim to build a space where authenticity, diversity and equity are celebrated. Let's be the driving force that brings lasting change—one that embraces every individual. In my endeavor to challenge my beliefs and catalyze change – I’d like to hear from all of you. What can we do to build a more equitable space? #inclusion

Join us on 8th July 2024 for an in-depth discussion on building equitable work environments through diversity and inclusion! Topic: Diversity and Inclusion: Building Equitable Work Environments Objective: • Explore the importance of diversity and inclusion in creating fair and inclusive work environments. • Examine the impact of biases and stereotypes on workplace dynamics. • Learn effective strategies for fostering diversity and inclusion within organizations. • Identify essential elements for building equitable work environments. • Discuss best practices for promoting diversity and inclusion at all levels of an organization. Receive actionable steps to implement in your respective workplaces. What you'll gain: • Comprehensive understanding of diversity and inclusion concepts and their significance in contemporary workplaces. • Skills to recognize and address unconscious biases and stereotypes that hinder diversity and inclusion efforts. • Practical strategies for promoting diversity and inclusion within your teams and organizations. • Ability to create inclusive work environments where every employee feels valued and respected. • Tools for effective communication and collaboration with colleagues from diverse backgrounds. • Personalized action plan for advancing diversity and inclusion initiatives in your workplace. -With guest speakers Maheen Amjad (Founder and President Women Ascension) Snežana Bošković (BoA and Mentor of Women Ascension) Afreen Khan (Program Manager at Amal Academy) Faiza Mir (Professor of International Relations University Balochistan) and Moderated by Maatla Komaetsile and Lea Chimbalanga (Women Ascension Community Outreach) Live on: https://lnkd.in/dEmbajmx #Women #Empower #InPower #Leadership #SDG5 #DiversityAndInclusion #EquitableWorkplaces #GenderEquality #WACO #EBIP #WomenAscension #Global

🍂🌷☘Message of thanks from the Discrete DEI Inclusion Hub - a pay it forward initiative. 🙏Just a message of thanks! I hope for those who have come along to these meetings that it has filled your cup. 🍵And appreciate the help from people who have come to share their time, experience and expertise. The learning is always reciprocal. Back in 2025. 🧲In May 2022, I started a free online discrete #Diversity #Equity #Inclusion Hub from Melbourne - a pay it forward initiative. It’s a hub to help and connect people looking to enter the DEI field, at the cross-roads, or long-haul folks who need the safety, guidance and discrete and collective power of seasoned DEI practitioners. 🏫It’s been a good space to share latest experiences and practices, hearing from employers, employees, consultants and volunteers. We also talk about our DEI practice and our professional challenges - many of late! We meet every three weeks and have met 35 times so far since 2022. 🌺Care for the work and care about the people doing the work, sets us all up for success, and the work for success. 🌱The number of DEI practitioners in Australia has grown significantly in the last 5 years. It needs to fully utilise the skills and experience available (lived and learned) to ensure it's long term sustainability and success and out longevity in the field. 🌊2024 been a challenging year for many DEI folks I have spent time with, but there is always learning and potential for change even through adversity. Even through the most challenging circumstance, we find a way. In 2025, we are looking to #change one room at a time. ⏳We have some highly experienced DEI leaders in the hub helping out again in 2025. We'll make time for you! 🪟We have 164 in people in the Inclusion Hub. 35*30-minute meetings done. We meet every 3 weeks. Next meeting Thurs 12 Dec 12.30pm AEST. DM if you’d like to know more🌈🛤️🧭 #Belonging #DEI

Did you know that from the 18th July (today!) until 17 August the UK celebrates South Asian Heritage Month #SAHM? It was set up in 2019 to recognise and celebrate the contributions those communities have made to the UK. Founding Patron of SAHM Anita Rani told BBC News: "South Asian Heritage Month is about the next generation of kids growing up in the UK and for them to be able to feel empowered in their identity and proud of who they are." The theme this year is 'Free to Be Me'. We want this theme to be mirrored throughout the healthcare people profession for all those with protected characteristics. We want every people professional to feel free to be themselves whilst enjoying the same opportunities as their peers. That's where our social movement for change #InclusiveHR comes in. You can use our interactive map to see if your Trust is signed up here: https://lnkd.in/evxtdgaj #InclusiveHR is focused on recognising that the racial inequalities existing in society are replicated in our HR & OD departments. Our focus is on reducing these disparities, becoming more inclusive and leading by example as a profession. It begins with the '5 Step Challenge To Change.' This pairs well with our Realising My Potential hub: https://lnkd.in/ex2V8Wm8 The Realising My Potential hub has a wide range of information, hints, tips and prompts to support all people professionals achieve their development ambitions and career aspirations. Originally developed by the HPMA London Academy, these resources are now available to people professionals nationally. It was developed as part of a broader approach to improve equality, diversity and inclusion for the people profession. How will you celebrate SAHM this month? Let us know below! . #southasianheritagemonth #southasian #equality #diversity #inclusion #edi #peopleprofession #hr #od #nhs #hpma Zara Seehra Cheryl Samuels FCIPD

📣 The latest case for inclusion in Australian workplaces is nearly here! Have you RSVP'd to the launch tomorrow? Now in its fourth wave, DCA's Inclusion @ Work has been mapping the state of inclusion in Australian organisations since 2017. Join us for the launch of the next edition of this important national index that tracks the state of inclusion in Australian workplaces over time and hear from DCA Researchers Jane O'Leary and Rose D'Almada-Remedios.✨ Be the first to hear: * How inclusion and exclusion at work has changed post-pandemic, * What the state of support for diversity and inclusion is in 2024, * How inclusive workplaces are for First Nations workers in 2024, and * How to build team inclusion. DCA members, RSVP now. 👉 https://ow.ly/G9yl50QGZSS #InclusionIndex #InclusionAtWork #InclusionMatters #Leadership #InclusiveLeadership #HumanResources #BusinessAustralia #DiversityEquityInclusion #TheCaseForInclusion #DiversityandInclusion #DiversityCouncilAustralia