The Diversity Council Australia (DCA) says that a diverse and inclusive workplace is clearly linked to improved profit and performance, innovation, creativity, talent management, engagement and wellbeing. The DCA’s Inclusion@Work Index shows that three out of four Australian workers supported or strongly supported their organisation, taking action to create a workplace that is diverse and inclusive (D&I).

Having a well-crafted diversity and inclusion (D&I) policy goes beyond token gestures and creates a workplace where individuals from all backgrounds feel valued, respected, and empowered to contribute their perspectives. 

This article will outline eight tips for implementing a successful D&I policy to promote a culture of belonging and enhance organisational performance.

1. How ready is your business? Assess the current state

The first step in developing a D&I policy is to assess the current state of diversity within the business. Collect and analyse data on employee demographics, including age, gender, ethnicity, race, and other factors. Identify any disparities and gaps that exist within different departments and hierarchical levels. 

Understanding where the business stands is crucial for setting realistic goals and metrics to track progress.

2. Is your leadership team on board? 

An effective diversity and inclusion policy starts at the top. A D&I policy is sure to fail if there is no leadership buy-in. 

Ensure senior leadership is committed to promoting diversity and inclusion throughout the organisation. This commitment should be evident through actions – not just words. Leaders must actively participate in D&I initiatives, encourage open and honest discussions, and hold themselves and others accountable for fostering an inclusive workplace culture.

Inclusive leaders contribute to improving performance, productivity and innovation through their ability to relate or empathise with a diversity of people and perspectives. 

3. Establish some goals and objectives

Set specific, measurable, achievable, relevant, and time-bound (SMART) goals for the D&I policy. These objectives should align with the business vision, mission, values, and overall strategy. 

Some examples of goals include increasing the representation of underrepresented groups in leadership positions or enhancing employee satisfaction through inclusive practices such as celebrating culturally significant days. 

4. Create Employee Resource Groups (ERGs)

As part of your D&I policy and strategy, you can introduce Employee Resource Groups (ERGs). 

These are voluntary, employee-led groups formed around shared characteristics, interests, or an identity group. Depending on the size of your business, encourage the formation of ERGs representing various communities within the organisation, such as LGBTQ+ employees, women, veterans, or people with disabilities. 

These groups foster a sense of belonging, provide support, and offer valuable insights into the challenges faced by different employee segments. The insights are helpful for the business to consider because it does make an impact on the bottom line.

5. Provide continuous training, development and mentorship

Implement regular diversity and inclusion training for all employees, including leadership. Training should focus on raising awareness about unconscious biases, fostering cultural competence, and providing tools to navigate challenging conversations – especially cross-cultural conversations. 

Also, think about implementing informal learning through mentorship and sponsorship programs to provide career guidance and advancement opportunities for underrepresented groups. 

6. Revise recruitment and hiring practices

Review and revise recruitment and promotion processes to ensure they are not inadvertently excluding anyone. This Gender Decoder is a free tool to check if there are any subtle biases in your job ads. Society has certain expectations around gender norms, and it often seeps into the language we use. Think about “bossy” and “feisty”: we almost never use these words to describe men.

Another strategy is implementing ‘blind’ recruitment strategies, where personal information like names and addresses are redacted during initial hiring stages to minimise unconscious bias. During the interview process, encourage a diverse interview panel to evaluate candidates fairly.

7. Think about how you diversify suppliers too

Extend diversity and inclusion initiatives to the supply chain as well. Develop programs that encourage the use of diverse suppliers, thereby promoting economic opportunities for underrepresented and minority-owned businesses. 

A great database to consider is Supply Nation which is Australia’s leading database of verified Indigenous businesses.

8. Don’t forget to monitor progress and check-in

It takes a lot of resources to implement a D&I policy. That’s why it is important to continuously evaluate the effectiveness of the policy and initiatives by monitoring key metrics and progress towards established goals. 

Share these findings with employees and stakeholders through transparent reporting and encourage feedback. Regularly update the policy based on feedback and changing circumstances. D&I initiatives are not a ‘one-off’; they are continuous, especially in our evolving workplaces.

Over to you

Building a diverse and inclusive workplace requires considered commitment and care. By implementing the tips outlined in this guide, businesses can create an environment that fosters innovation, creativity, and collaboration among employees from all walks of life. 

Embracing diversity and inclusion is not a tick-a-box exercise; it is a journey towards creating a more equitable and harmonious workplace that benefits everyone involved. 

How we help

My Business Workplace has policies to assist you with diversity and inclusion, including an Anti-Discrimination and EEO Policy and an EEO checklist.