OICCI (Overseas Investors Chamber of Commerce and Industry)’s Post

📣 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

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

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

Great start to AHRI DEI Week 2024 - Fostering Belonging: The Role of DEI in Today’s Workplace. Thank you Rhonda Brighton-Hall, Barbara Sheehy, Bree Gorman, Aron Mercer, Rocio Perri for your authentic, insightful and practical conversation. Key takeaways: 💡Definition: Belonging is connection through a sense of self, wellbeing, purpose and meaningfulness and can be different for different people 💡Measurement: * Can’t be measured with one metric and needs to reflect the quality of what people are experiencing and the impact on performance and outcomes * mwah. making work absolutely human approach - focus on collective belonging outcomes through the foundations of organisational culture (fairness, safety) and key drivers (purpose, agency, relationships, accountability) 💡Business drivers: understanding and analysing the wealth in lived experiences 💡Application: normalising opportunities to have safe conversations, acknowledging assumptions and recognising we all have multiple identities (intersectionality) 💡Fostering belonging: deep listening; visible leadership communicating evidence based insights; strategy, implementation and accountability

Globally, there’s a growing recognition among leaders surrounding the importance of equity and equality in the workplace. Understanding and prioritising equity in a professional setting creates an environment where everyone feels valued, leading to greater effectiveness and success for all. Swipe through our highlights on Equity vs Equality to understand the differences and explore our practical approaches to a more inclusive environment.

We have just published our annual GM Equality Alliance Evaluation Report - and it is a good one, I am amazed at how much has been achieved in 1 year! The focus of the alliance is to: To ensure equality, diversity and inclusion are at the forefront of decision making at the highest levels in all governance structures across the Greater Manchester sub- region. To ensure transformational change in the way that issues are considered, information collected and acted upon, and to be led by the expertise coming from communities and grassroots organisations.  https://lnkd.in/e4qkj6Bd

Did you see THE latest case for inclusion in Australian workplaces is here? We recently released the fourth edition of DCA's Inclusion @ Work Report, which has been mapping the state of inclusion in Australian organisations since 2017. Learn about: * 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. Make sure to read the latest Inclusion @ Work Index now. This report addresses the unique problems of the post-pandemic workforce and lays out a case for D&I action as a proven solution. 👉 https://ow.ly/45Nz50QVg6f #TheCaseForInclusion #InclusionAtWork #InclusionIndex #DiversityandInclusion #DiversityEquityInclusion #BusinessAustralia #HumanResources #Leadership #InclusiveLeadership #InclusionMatters #DiversityCouncilAustralia

Do you want to unlock the power of diversity within your organisation and your community? If you haven’t signed up for this free webinar, please do. It will be an excellent, practical & extremely useful 90 mins 👇🏼👇🏼

Interesting take from ATS+Partners and how it’s important to stick to the #DEI framework. Makes me wonder how many organizations will still be using Diversity, Equity, and Inclusion when thinking about their DEI programs. 🤔 #ICYMI: SHRM decided to drop the E (#Equity) in its framework. They now call it as #InclusionandDiversity (D&I) - without the E! #feature

The CIPD People Profession 2030 report highlights the importance of diversity, equality, and inclusion as one of the top five changes needed in the workplace. I love this: ‘challenging discrimination… is imperative.’ It asks businesses to develop effective DEI strategies, and to influence senior leaders on its importance. Senior leaders HAVE to be part of the picture. Not just supporting DEI leads, but doing the DEI work themselves, in their own areas, with training or guidance from DEI experts. Nobody learns or changes when it’s one person’s responsibility: change happens when it’s everyone’s responsibility. #diversity #equality #inclusion #learninganddevelopment #CIPD