| Actions for the agency | Tips to play your role in creating inclusive workplaces |
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Have an agency-level commitment statement reinforcing zero tolerance for discrimination and harassment. Review your agency's policies and procedures to reflect the commitment statement. |
How: Develop/review your agency's position on discrimination and harassment, and its policies and procedures. Reinforce zero tolerance for discrimination and harassment, and provide a complaints pathway for staff to feel confident in raising issues. Publicise these through your internal communications channels, and hold senior leaders accountable for championing and reinforcing the agency's message at team meetings/events. Why: A commitment statement is a visible and public statement endorsed by the executive/leadership team. It sets the expectations for all staff. Policies and procedures detail how what is done by the agency aligns to a supportive workplace where staff can see that a zero tolerance approach is role modelled by leaders. Done consistently, it can build an inclusive and psychologically safe environment where people trust that they can speak out without fear of recrimination, and that their issues are taken seriously. |
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Create diversity and inclusion networks in the agency and across agencies. Promote and celebrate the difference these networks make to workplace experiences. |
How: Seek interest from staff across the agency and from all levels to form networks for under-represented groups. Provide venues, IT access/systems, email groups and time during business hours for these groups to meet. Groups can meet face to face, online or via email. They can be set up by staff from under-represented groups or include interested parties as well. Where possible, include an executive sponsor to champion and advocate at the decision-making table. Why: Networks are a forum for under-represented groups to inform, support and advance staff with similar identities, and provide input into an agency's organisation structure and culture by applying their lens to plans, policies and procedures before they are released. This helps show the value of diverse thoughts, experiences and skillsets, and influences a more inclusive workplace. |
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Recognise and reward desirable leadership behaviours. |
How: Decide how positive examples are reinforced and celebrated. Hold workshops/sessions with leadership teams to brainstorm and then refine what leadership should look like in action in the workplace. Formalise and publish this and hold leaders accountable, for example in their performance agreements. Promote positive examples through an internal recognition program, recognise someone's initiative through internal communications or a thank you with an explanation of the specific behaviour that was displayed and its effect. Leadership behaviours are not quarantined to those in leadership positions – they can be demonstrated by any staff. Incorporate inclusive behaviours into your agency's values. Why: Leadership behaviours guide, direct and influence teams. Effective leaders help improve morale, aid staff retention and nurture future leaders. They also address problems quickly, professionally and fairly, and mentor staff to help them grow. Effective leaders set the tone of what is acceptable and valued in the workplace through their behaviours and are key to developing trust in the workplace. |
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Conduct accessibility audits when changes (e.g. to buildings, offices, vehicles, equipment or moves) are being considered. Include such audits in your facilities management procedures. |
How: Ask for input from network groups, staff and clients (where appropriate) on improving the workplace to support a diverse range of needs. Areas for consideration include gender-neutral bathrooms, prayer rooms, family rooms, co-labelling rooms with Braille, wheelchair accessibility, and software and hardware adjustments. Why: This supports a more equitable workplace where staff can access the facilities they require without drawing attention to their differences. Policies and procedures that detail an accessibility approach as "business as usual" promote inclusive behaviours as the norm. |
| Partner with organisations specifically focused on supporting under-represented groups. |
How: Partnering with specialist diversity and inclusion organisations provides access to resources, toolkit and templates to help the agency with its inclusion strategies and actions. These organisations may provide input, support and assistance to develop and deliver agency plans and procedures and identify any missing links. Why: Partnerships with such organisations are a key piece of an inclusive work environment. Their resources can help inform agency strategies, data collection and education programs, and they can provide advice on becoming more inclusive. |
