Traits of an Effective D, E &I Practitioner – Part 2 – Influencing Skills

This is part 2 of a mini-series:  I am currently part of a collaborative project with a group of Diversity, Equity and Inclusion (DEI) practitioners. As part of that I have been gathering my thoughts on what I see as the necessary traits of an effective practitioner. Enjoy and I hope you find it useful. […]

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Traits of an effective D&I Practitioner – Part 1- Motivation

I am currently part of a collaborative project with a group of Diversity, Equity and Inclusion (DEI) practitioners. As part of that I have been gathering my thoughts on what I see as the necessary traits of an effective practitioner and I thought over the next month, I would share these as a mini-series. Enjoy […]

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PUSHING BACK

Calling out negative behaviours and pushing back when these occur can be challenging in the workplace particularly when it comes from a manger or senior. How then do we have that discussion and not jeopardise our own future and relationships at work? One way I have observed is to link it back to the values […]

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ROLE MODELS

The importance of role models in the workplace from a D&I perspective is crucial. Having staff that visibly reflect diverse backgrounds, provide mentorship and pave the way for the next generation is key to structural and organisational change. Something I learned from a focus group we conducted recently was that there is sometimes a lack […]

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REPRESENTING THE COMMUNITY

We have been working with a government organisation recently that is looking towards developing a new multicultural policy. In terms of multicultural diversity, Australia is most certainly among the more diverse. However, it is notable that assumptions are made that this diversity is translated into the workplace. Often organisations are diverse to a certain point […]

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PRIVILEGE

At a recent workshop, we conducted an activity that offers some insight in to privilege. It is a powerful exercise and it inevitably makes people uncomfortable as often people don’t regard themselves as being privileged. What stood out for me in this workshop was the level of surprise and variation in levels of privilege in […]

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DESIGNING FLEXIBLE WORK POLICIES

I was speaking with the head of a global Chemical company as part of a brief I was working on and we were discussing the roll out of the organisation’s work from home policy. The client acknowledged that when considering how to do this across a global workforce, it was important to ensure that a […]

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TRUST AND COVID 19

The covid pandemic brought many changes particularly in regard to work. Across the globe people were suddenly no longer permitted in offices and working from home became the norm. At some level, trust of employees to complete work and tasks was forced upon management. This unintended consequence is no doubt a positive aspect of the […]

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FLEXIBLE VS REMOTE WORK

I  was recently in discussion with some colleagues about working from home through covid and the changes it brought. It is certain that in many ways Covid-19 precipitated some significant changes in how we approach work and the workplace. One aspect of this was in regard to the enabling of “flexible work” for people, which […]

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TACTICAL VS STRATEGIC

Having spent many years in the D&I space, a common theme I often encounter when organisations are tackling addressing how to be more inclusive is a tactical approach. This is commonly seen in policy changes or the introduction of certain measures and actions. However, as inclusion is a systemic issue, more often than not it […]

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