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handbook for
Diversity and
Inclusion in 2021.
HR WORKBOOK

DIVERSITY AND INCLUSION IN 2021 01

GETTING AROUND

Table of contents.
Introduction 03

Part One: Where we are in 2021

Talking about experiences of exclusion 10
The Gen Z and Millennial Effect 12
Cancel Culture 13
Which businesses are doing it best? 14

Part Two: Creating a Diversity and Inclusion Strategy

The basic principles of Diversity and Inclusion 17
Your Diversity and Inclusion Strategy Toolkit 19

Part Three: Supporting employees from different groups

Supporting racial equality 32
Supporting gender equality 34
Supporting LGBTQ+ employees 36
Supporting employees with a disability 39

Employment Hero 43
Acknowledgements 44

DIVERSITY AND INCLUSION IN 2021 02

Introduction.
Following the events of 2020, there’s COVID-19 and the remote working boom the office door. The way that employers now more than ever to outperform their
no better time than 2021 for employers triggered a global discussion about the structure their workforces, communicate less diverse peers on profitability.
to embrace Diversity and Inclusion distribution of home and workplace labour with their employees, and construct their
We’ve put this resource together to help
(D&I) as a key business priority. between male and female employees. company cultures can be a massive driver
you create a robust diversity and inclusion
in changing society-wide inequalities.
2020 brought many issues to the forefront It was a big, difficult, important year. strategy for 2021. We’ll be walking
As the average person spends a third of
of our collective consciousness. you through the principles of diversity
The statistics are sending a clear their life at work, the opportunity to have
and inclusion, examining companies
The global Black Lives Matter movement message what employees want. dramatic social influence by creating
who have thrived by implementing
had a huge impact, rippling through According to a 2020 Glassdoor survey, inclusive workplaces is absolutely there.
D&I strategies, sharing insights from
society from a social to a corporate level. 76% of employees and job seekers
Fostering diverse and inclusive experts, and exploring how your
report a diverse workforce is an important
Discussions of sexual harassment around workplaces also opens your business up business can support different groups.
factor when evaluating companies and
the #MeToo movement continued to invaluable diverse thinking. The mutual
job offers. This number is growing year- Are you ready to learn how you
to see prominent figures be called benefits for employees and businesses
on-year as we witness a generational can create a better workplace for
out for discriminatory behaviour. to embrace diversity are well known
handover of the workforce. This is a everyone in 2021? Let’s get stuck in.
among many business leaders. With more
The US Supreme Court banned true indicator that times are changing.
insights comes more opportunities for
employment discrimination for problem solving, accessing larger markets
Workplaces don’t exist in a vacuum –
transgender and queer workers. and overall business growth. McKinsey
the impact of a diverse workforce and
inclusive leadership goes far beyond has found that diverse companies are

DIVERSITY AND INCLUSION IN 2021 03

PA R T O N E

Where we
are in 2021.
Every good strategy should start with an
understanding of the current situation. While
each business will have its own areas to examine,
let’s take a look at where the global workplace
community stands overall on diversity and inclusion.

2020 was difficult for everyone, but

marginalised groups have faced a unique
set of challenges over the last 12 months.

DIVERSITY AND INCLUSION IN 2021 04

Racial equality
The Black Lives Matter (BLM) movement the murder of citizens of colour killed have quit a job after witnessing or
has been active since 2013, following by police, including 29-year-old Mark experiencing discrimination at work. 48%
the shooting of African-American Duggan and removed public statues of of Australian Aboriginal or Torres Strait
teenager, Trayvon Martin, and the historical figures that were slave traders. Islander employees have experienced
GLOSSARY
subsequent acquittal of his murderer discrimination or harassment at work in
The BLM movement clearly reiterated
George Zimmerman. Seven years later the last 12 months. BIPOC are still very
that racism is one of the greatest What does BIPOC stand for?
in May of 2020, the murder of George underrepresented in leadership positions.
issues facing society today and that
Floyd by police in Minneapolis triggered Caucasian/White men still hold 66% of BIPOC is a common acronym
BIPOC continue to experience racism
global fury surrounding racial inequality, all Fortune 500 board seats and 91% that stands for Black, Indigenous,
throughout their lives. The movement
seeing the movement hit critical pitch. of chairmanships on those boards. and People of Colour.
also caused a change in dialogue
Around the world, communities protested around racism, making clear that white Disappointingly, only 25% of white
the murder of George Floyd and racial members of society need to examine employees say they’ve spoken out
discrimination, police brutality and their own privilege in not encountering against racial discrimination at work.
colonialism in their own countries. In racially-driven discrimination and bias.
Australia, protests revolved around
During a year when there was so much
the continual discrimination against
public discourse about race, many
Aboriginal and Torres Strait Islander
workplaces still fell short in supporting
peoples, including the deaths of
their employees. 47% of African
Indigenous peoples in police custody.
American job seekers and employees
In the UK, protesters marched against

DIVERSITY AND INCLUSION IN 2021 05

Gender equality
Despite how far it might seem we’ve you don’t get’, assuming that women
come in terms of gender equality at aren’t pursuing upper management
work, in 2021 the numbers surrounding opportunities at the same rate as men.
this issue continue to be troubling. LeanIn’s Equal Pay Report found that
women ask for promotions just as
The #MeToo momentum of the last
often as men, yet for every 100 entry-
few years has demonstrated how
level men promoted to manager-level
widespread harassment continues to
roles, only 72 women are promoted.
be in the workplace. LeanIn’s Women
in the Workplace 2020 study found The pandemic has also put extra
that 73% of women continued to face pressure on women, especially in
discrimination at work on a daily basis. terms of balancing home and work
responsibilities. Although working from
The gender pay gap also endures
home can have great benefits for working
into 2021, with the UN estimating
parents, the numbers are showing that
that the gap stands at 23% globally.
the pressure being put on women is
This can be attributed to persistent
disproportionate. Research tells us that
historical and structural inequalities,
mothers are three times as likely as
poverty that disadvantages women,
fathers to be responsible for most of their
and a lack of opportunities. A common
family’s housework and childcare during
misconception is that ‘if you don’t ask

DIVERSITY AND INCLUSION IN 2021 06

COVID-19, leading over 25% of women
to consider downsizing their careers
or leaving the workforce all together.

Again the numbers show that ensuring

gender equality pays off for companies. GLOSSARY
A 2019 McKinsey analysis found that
companies in the top quartile for gender What exactly is the
diversity on executive teams were 25% #MeToo movement?
percent more likely to have above-
average profitability than companies #MeToo is a social movement

in the fourth quartile. On a global against sexual harassment

scale, $12 trillion (yes, trillion!) USD and abuse, which involves

could be added to global GDP if the people sharing stories and

gender gap is narrowed by 2025. public allegations of sex crimes.

Although the movement started
in 2006, it was popularised by
a viral moment in 2017 when
several Hollywood actresses
spoke out about sexual-
abuse allegations against
producer Harvey Weinstein.

DIVERSITY AND INCLUSION IN 2021 07

 Experiences of LGBTQ+
GLOSSARY peoples in the workplace
In June of 2020, the US Supreme Court out at work at least once a week. Trans and
What does LGBTQ+ stand for?
handed down a landmark ruling that gender-diverse employees are almost twice

LGBTQ+ is a common acronym that barred employers from discriminating as likely to hear sexist jokes about people

stands for Lesbian, Gay, Bisexual, against queer and transgender employees. of their gender, or to hear demeaning

Transgender and Queer. The ‘+’ aims This was the latest of many fights comments about people like themselves.

to also include other members of happening around the world to introduce From this, they are three times more likely

the queer community that sit outside or strengthen legislation to protect the to feel like they can’t talk about themselves

the heterosexual orientation, which LGBTQ+ community in the workplace. or their life outside work. This is likely part

could include people who identify of the reason why trans people frequently
As legislation continues to be developed,
as Asexual, Pansexual, Intersexed, think about leaving their company.
workplaces can still go a long way in
Agender, Genderqueer and more.
advocating for their LGBTQ+ employees. Despite these challenges, research has

What does it mean to 47% of LGBTQ+ employees have had found that LGBTQ+ employees are just

be gender-diverse? people make incorrect assumptions as likely as their straight counterparts

about their abilities in the last 12 months. to aspire to be top executives.
To be gender-diverse means LGBTQ+ women are often motivated
to identify with a gender The LGBTQ+ community can often
to advance into senior leadership so
outside of male or female. find themselves in an uncomfortable
that they can use their position to be
social environment at work, with 50% of
a role model for others like them.
employees reporting that they have to come

DIVERSITY AND INCLUSION IN 2021 08

Experiences of people with
disabilities in the workplace
Employees with intellectual and physical 13.1% of people with a disability pursuing
disabilities can often be left out of diversity this career type compared to 9.2% of
and inclusion discussion. According to non-disabled people, according to a
the Return on Disability Group, only 4% of report from the University of Technology,
companies that claim to prioritise diversity Sydney. Many of these workers cited the
consider disability in their initiatives. decision as being born from necessity,
rather than the entrepreneurial spirit.
The UN finds that approximately 386
million of the world’s working-age For those who are employed, many
people have some kind of disability, yet people with a disability are likely to
often employers assume that persons face discrimination at work. 48% of
with disabilities are unable to work. For workers with a disability reported
this reason the unemployment rate of experiencing discrimination or harassment
people with disabilities is much higher at work in the last 12 months.
than the non-disabled population.

Unemployment issues have led to

many people with a disability becoming
entrepreneurs or self employed, with

DIVERSITY AND INCLUSION IN 2021 09

Talking about experiences of exclusion
In 2021 we have a greater vocabulary When you take an intersectional approach The better we understand Encountering onlyness on a regular
to talk about issues of diversity and to leadership, you open yourself up basis can dismantle an employees’
inclusion - plus experiences of exclusion to recognising employees’ different
how identities and power wellbeing quickly. A LeanIn Study found
- in a more nuanced way than ever lived experiences. You might have a work together from one that ‘onlys’ are three times as likely to
before. Let’s walk through some terms female employee who is also physically context to another, the less be mistaken for someone more junior,
and concepts that can help open up disabled. You might have a transgender and twice as likely to be subjected to
discussions and give greater insights. employee who is also a person of colour.
likely our movements for demeaning remarks. They also often feel
change are to fracture. a larger sense of pressure to perform.
INTERSECTIONALITY Employees with intersectional identities
can often experience a combination Kimberle Williams Crenshaw, Ideally, somebody who is currently an
Intersectionality is a term that’s incredibly of challenges in the workplace. A American Lawyer and Scholar ‘only’ won’t be one for an extended period
useful when considering an individual’s LeanIn Study found that Black women of time. This can be attributed to the
ONLYNESS
identity. The term aims to describe are paid 38% less than white men and company growing and teams becoming
how individual characteristics like race, 21% less than white women. 47% of ‘Onlyness’ is a relatively new increasingly more diverse. During the
gender and sexuality can overlap or black transgender women report being concept, but it describes a state (and time when the individual is an ‘only’, a
‘intersect’ within the one individual. fired, denied a promotion or not hired a feeling) that happens all the time. workplace needs to make sure that the
So when you take an intersectional because of their identity. According To experience onlyness is to be the person feels included. A big issue that ties
approach to diversity and inclusion, to McKinsey, LGBTQ+ women of only one of your identity in a certain to onlyness can be a sense of tokenism,
you’re considering your employees’ color are eight times more likely than space. McKinsey describes it as; which can quickly lead to social exclusion.
identities in a multifaceted way. straight white men to report onlyness. “being the only one on a team or in
Which leads us to our next concept. a meeting with their given gender
identity, sexual orientation, or race.”

DIVERSITY AND INCLUSION IN 2021 010

TOKENISM under the belief that they are a token study also found that a single incidence
hire. The employee’s ideas and work of “micro-exclusion” can lead to an
Tokenism and onlyness can work hand-in-
can be dismissed by their colleagues, immediate 25% decline in an individual’s
hand. Merriam Webster defines tokenism
creating an unfair and stressful working performance on a team project.
as “the practice of doing something
environment for the individual.
(such as hiring a person who belongs When a person feels a sense of belonging
to a minority group) only to prevent BELONGING in their workplace, they feel comfortable
criticism and give the appearance being their authentic selves. When a
that people are being treated fairly”. For all employees to feel a sense business has a company culture that
of belonging at work is arguably embraces all of it’s workers, employees
In other words, tokenism is employing the ultimate goal of diversity and are more likely to engage. Everyone
someone with a certain identity ‘just for inclusion. Researchers are increasingly benefits from this increase in diverse
show’ - to be seen as doing the right thing exploring the concept of belonging thought, problem solving becomes
without making an effort to be properly in the workplace and how it can bring easier and the team can achieve an
inclusive. When an employee is hired a sense of ease, connection and overall better sense of wellbeing.
for tokenistic reasons, the employer purpose to employee experiences.
is not recognising an employees true
value and will likely not embrace what Belonging fights all the signs of
they can bring to the company. decreasing employee engagement. A
2019 study from BetterUp found that
There are some circumstances where workplace belonging can lead to an
an employee may not have been estimated 56% increase in performance,
hired with tokenism in mind, but other a 50% reduced risk of turnover, and a
colleagues discriminate against them 75% drop in sick days. On the flipside, the

DIVERSITY AND INCLUSION IN 2021 11

The Gen Z and Millennial Effect
Why is 2021 a year where workers that 69% of millennials working for 56% of Gen Z said they would be
are more galvanised for change than diverse companies indicated that they hesitant to take a job if the workplace
GLOSSARY
any other? Apart from the events of were likely to stay on for more than did not have any underrepresented
2020, we’re currently experiencing a five years, with only 29% indicating the minorities in senior leadership positions.
Who are millennials?
major generational handover of the same for non-diverse companies.
Employment Hero’s Gen Z at Work Report
workforce. This year, over 70% of global Millennial refers to the
Building on the priorities of millennials, found that a positive company culture
employees will be millennials, and Gen generation born between
Gen Z are seeking truly diverse was a top priority for the new generation.
Z (people born after 1996) are a rapidly 1981 and 1996, aged
workplaces. The digital native, ‘change- For Gen Z workers who were content in
growing part of the workforce. The new 24 to 39 in 2020.
minded’ generation will make up over 1 their employment, 46% attributed this to
generation wants change, and fast.
billion members of the global workforce ‘Great people and work culture’. For Gen Who are Gen Z?
Millennials take a much broader approach by 2030, according to a report from Z workers who were unhappy at work,
to D&I than their predecessors, looking Intel. The report cited that diversity 41% attributed this to a poor culture. Gen Z refers to the generation

at a broader set of issues, experiences and inclusion is almost as important born between 1997 and 2013,

and backgrounds. Millennials are less as salary for Gen Z. When it comes to aged 7 to 23 in 2020.

likely to accept their employers skirting Gen Z and choosing an employer, 36%
around D&I issues in the workplace, note a diverse and inclusive culture
they want to have conversations with as the deciding factor,and 38% note
managers that have clear knowledge remuneration as the deciding factory.
in the area. SurveyMonkey also found

DIVERSITY AND INCLUSION IN 2021 12

Are employers afraid of being ‘cancelled’?
Experts are telling us, yes. To call out is to make a person or group the fear of making a misstep stand in
publicly aware that their behaviour the way of trying to create a better
Cancel culture - where businesses or
or comments are discriminatory. This culture for all of your employees.
individuals are rejected in social circles
can make someone aware of their
due to intentional or unintentional If you’re open to constructive criticism,
misstep and prevent further harm.
actions or comments - boomed in take feedback on board and be ready
Being called out could lead to being
popularity as a term in 2020. Increasingly to apologise if needed - you’ll be able
cancelled, this can mostly depend on
the idea is weighing heavy on the to create a great D&I strategy and are
how the party responds and if they
shoulders of employers, and often very unlikely to be cancelled. Be ready
take steps to rectify the situation.
causing inaction on important issues. to be called out and prepare to call in.
To call in is to make a person or group
Cancel culture can have both good and
privately aware that their discriminatory
bad outcomes. In some circumstances
behaviour or comments are discriminatory
it can provide much-needed criticism
and to invite them to see their errors
of powerful bodies and individuals. In
and better understand the situation.
other circumstances it can lead to a
mob mentality that heaps hate onto When you’re working on creating
people who are not ill-intentioned. a stronger diversity and inclusion
strategy, you’re likely going to make
Have you ever wondered how the
some mistakes, and you certainly
actions of ‘calling out’ or ‘calling
won’t get it right every time. Don’t let
in’ relate to cancel culture?

DIVERSITY AND INCLUSION IN 2021 13

Businesses leading the way in D&I
Following the BLM movement in 2020, CITI
Fortune 1000 companies responded
Citi is a company that has used impressive
by committing over $66 billion
initiatives to boost diversity and inclusion
dollars to racial equality initiatives.
in their workforce. Over the last decade
Companies are interested in doing
the financial organisation has proven
good for the community, but are
that it’s the real deal when it comes to
they putting their money where their
consistently committing to this area. In
mouth is in their own workplaces?
2018, Citi were recognised on top diversity
Which companies can we look to as
award lists, including ‘Top companies
leaders in diversity and inclusion?
for women in tech’ and ‘Top companies
Let’s look at two organisations for corporate diversity practices of the
- a larger company with a large S&P 100’. They also received a 100%
workforce and abundant resources, score in the Corporate Equality Index.
and a smaller company with a smaller
As a key value of the company, Citi
set of resources - that are role
aims to have their employees reflect
models for diverse companies.
the range of cultures and perspectives
across their global customer-base.
The company leaders recognise that
by embracing diverse teams they
can drive growth and progress.

DIVERSITY AND INCLUSION IN 2021 14

So how do they do it? “In addition to the commercial reasons DRIFT Following a leadership principle of ‘Create
for supporting diversity, there’s also a a Culture of Respect and Trust’, Drift have
At the top of their approach is having Let’s look at how a newer and smaller
societal reason for supporting it too. created grassroots resource groups
senior leaders view themselves as company is approaching D&I. In 2020,
I want employers to know that we’re to help employees connect and drive
accountable for creating an inclusive marketing platform Drift was included
not doing it just because it helps employee development. The company is
culture. They do this by using an ‘Affinity in the Best CEOs for Diversity by
our stallholders make more money, also working to help achieve equality in
Model’ to assign a leader to 10 groups Comparably. Company leaders take
we’re doing it because it’s right,’ says the tech and marketing space, responding
that represent the demographics a transparent approach to diversity,
President, Citigroup Jamie Forese to the Black Lives Matter movement
of their employees. Each leader is publicly sharing their employee
by hosting open online discussions
responsible for “developing a better Key Takeaway: Although it should demographic data and openly stating
about anti-racism in the tech industry.
understanding and appreciation of the be a company-wide effort, hold your that there’s more work to do, and they
uniqueness of each group, and coming leaders accountable for driving inclusive have strategies in place to do it. Key Takeaway: Be bold and try to make
up with ideas and initiatives to ensure environments and diversity strategies. an impact in your space. You may not
Drift has implemented annual goals for
Citi is helping them grow, develop Managers should be advocates have the resources to set up extensive
attracting, hiring and retaining employees
and matriculate through the firm.” for their teams, understand their programs or training but you have the
from diverse backgrounds. They also
experiences and champion their work. power to challenge inequalities you
Citi combines this model of leadership support their talent with mentorship and
encounter, listen to your employees
accountability with the involvement of develop opportunities. The company
and open the conversation.
their wider team who are engaged with collects data from their team on a regular
employee networks, unconscious bias basis to stay up to date with employee
training, and learning and development. engagement and happiness - looking
They also collect data on pay equity for gaps and ways to improve the
and prioritise diverse recruiting. employee experience for everyone.

DIVERSITY AND INCLUSION IN 2021 15

PA R T T W O

Building a diversity and

inclusion strategy.

DIVERSITY AND INCLUSION IN 2021 16

The Basic Principles of Diversity and Inclusion
Before we tackle strategies, let’s To think about what barriers exist, These are often areas where UNDERSTANDING DIFFERENT
narrow a complex topic down to we can look to hiring, employee people from diverse groups find NEEDS AND EXPERIENCES
some basic principles. What are we experience and employee growth. themselves encountering barriers.
In the Journal of Business Ethics essay
trying to achieve when we’re putting Consider these questions:
WHAT ARE THE DRIVERS OF ‘Building an Inclusive Diversity Culture:
together our D&I strategies? • Do all groups feel like they are welcome
THESE BARRIERS? Principles, Practice and Processes’ (2004),
to apply for a position at the company? academics Nicola Pless and Thomas
REMOVING UNFAIR BARRIERS
• Are they considered fairly and in It can be unconscious bias - where Maak explore the essential need for
Everyone should be able to access an equitable way when they are leaders or managers may be making colleagues to listen and understand
fair employment, and feel safe and undergoing the recruitment process? decisions or comments that are each others’ experiences. They suggest
content when they are at the workplace. discriminatory without intending to. that this can be made easier when a
• Do employees feel encouraged
Unfortunately, for many groups of But it could also be conscious bias. company has a culture of active listening,
to share their ideas at work?
people there are a lot of barriers Openly discriminatory discussion and consideration and trust. When you
that stop that from happening. • Do they feel rewarded for their actions can still take place even within have a better understanding of your
achievements and free to be their companies that consider themselves staff’s perspectives, it will be easier
authentic selves with their colleagues? to be progressive, and this needs to act with equity in mind and create
• Do they feel encouraged to grow and to be called out and challenged. a fair and welcoming environment.
be given promotion opportunities?

• Are they supported in development

and urged to pursue leadership roles?

DIVERSITY AND INCLUSION IN 2021 017

TREATING EVERYONE AN ATMOSPHERE OF INCLUSION CELEBRATING DIFFERENCE
WITH RESPECT
When you have created a workplace that When your business is powered
It goes without saying that everyone values diversity, you don’t only implement by diverse thinking, it has the best GLOSSARY
deserves to be treated with respect and policies and formal goals – you have chance of succeeding, thriving and
dignity. Every person in a company is an a culture of inclusivity. In an inclusive growing. Difference is an asset to How is equity different from equality?
individual with different skill sets, ideas culture, everyone feels welcome at the your business. Diversity should
Imagine you’re hosting a dinner
and feelings. When employees feel table. Ideas are free-flowing between not just be accepted, it should
party. If you want to give everyone
engaged and respected by the company members of your team, each person be sought-out and celebrated.
an equal experience, you might
and other team members, they’re more feels equally valued and everyone feels
So if this is what we want to achieve – serve everyone steak. But what if
likely to have a greater sense of wellbeing nurtured for growth within the workplace.
let’s explore how we can achieve it! you know you have vegetarians
and they will want to contribute to the
Pless and Maak speak to this ideal among your guests? Creating an
company’s success. When employees
company culture - “In such an equitable environment means
feel like they are not being shown
environment, different voices are instead of giving everyone the same
respect, their sense of wellbeing can
respected and heard, diverse viewpoints, experience, you recognise people’s
suffer, they can disengage from the
perspectives and approaches are valued different needs and tailor your
workplace and even consider resigning.
and everyone is encouraged to make a menu to them accordingly. Outside
unique and meaningful contribution.” of the dinner party and inside
the workplace, you take note of
everyone’s needs and experiences
to help each person have a
positive professional experience.

DIVERSITY AND INCLUSION IN 2021 18

Your Diversity and Inclusion
Strategy Toolkit
This toolkit has everything you need to When asked about the missteps
know to build, refresh or supercharge your employers can make when putting
Diversity and Inclusion strategy. We’ve together a diversity strategy, Nareen
spoken with experts and found resources Young, Professor of Indigenous Policy
to help you create a better culture today. at the University of Technology, Sydney,
pointed to existing workplace culture.
OPEN UP THE CONVERSATION “They don’t take into account their
existing culture and they’re not honest
2020 gave us many prompts to open
about their existing culture,” she
up the conversation about diverse
says. “Employers need to talk to their
experiences. As you start putting
workforce - and get diverse people
together your strategy, take an honest
to do that, because there’s no insight
look at the improvements you might
like a diversity insight - and find out
need to make in your workplace.
what people from diverse backgrounds
Encouraging all of your employees
go through in that workplace.”
to speak out about their experiences
in the workplace should be your first
stop in creating a diversity strategy.

DIVERSITY AND INCLUSION IN 2021 19

Take stock of your company culture CREATE AN ANTI- helpful to provide examples of the policy
over the last few years - review any DISCRIMINATION POLICY in action. Make sure you’re clear and
discrimination complaints and how specific and avoid ambiguous language.
An anti-discrimination policy is a classic
they were handled by management.
D&I measure that every business A must include in your policy?
Invite your employees from diverse
should have. Workplace policies are Provide clear details on how an
backgrounds to share their thoughts
dynamic tools that articulate your employee can make a confidential
on what programs would help prevent
organisation’s values, culture, systems complaint if they are experiencing
any discriminatory experiences they
and processes. These policies and or have witnessed discrimination. EH TIPS
may have had from occuring again.
procedures help to framework your
Actively listen, with empathy. Employment Hero offers a
organisation’s expectations around MAKE YOUR LEADERS AND
your employees behaviour. MANAGERS D&I ADVOCATES range of workplace policy
“I think that the employer culture is
resources including contracts
to gloss over the real issues and we
Create an Anti-Discrimination Policy Leaders should not only set an example
and templates. Within the
need to have honest dialogue about
for all of your employees to sign for others in the company, they should be
platform you can create or
what really happens and give people
and acknowledge as the first step responsible for leading the D&I strategy.
update policies and distribute
from diverse backgrounds a voice in
of your D&I strategy. By doing so, them digitally to your employees.
what workplace programs look like.” “The thing with inclusion is that we
you let your employees know - in The platform will notify any staff
often talk about the outputs of not
Remember, don’t have your employees writing - that the company will not who are yet to sign the policy,
being inclusive which is things like
from diverse backgrounds be the tolerate discrimination of any type. and store the policy for your
unconscious bias, equity, fairness and
driving force behind your strategy. It’s employees’ future reference.
When formatting, make sure to provide cultural sensibility and awareness and
everyone in the company’s responsibility
an overview of the policy first, then all the issues attached to those things,”
to create an inclusive culture.
describe how it operates. It may also be says Steven Asnicar, CEO of Diversity

DIVERSITY AND INCLUSION IN 2021 20

Australia. “But inclusion is actually the A reminder for leaders and managers that DI D YOU KN OW. . .
solving point, the solution, and inclusive aren’t prioritising diversity and inclusion
On the first day of his new job
leadership in particular - it’s something in their teams? If they don’t care about it,
in 2021, US President Joe Biden
that’s born and bred into the organisation, they’re not thinking about business success.
made his rules around diversity
it’s something that every single person
“We know that organisations that and discrimination clear to his new
can learn - it’s not something that we
have a highly inclusive culture, and colleagues at the White House. Taking
say ‘oh they just don’t have it.’”
where people feel that more than a no-tolerance approach, he said in a
Inclusive leaders will not just make efforts to 70% of the time they feel included, virtual introduction to his staff, “I’m not
understand their employees’ perspectives, they perform, on average, 46% better joking when I say this: If you’re ever
they will actively invite all members of the than other organisations globally” working with me and I hear you treat
team to share their thoughts and ideas. another with disrespect, talking down
How can you get them thinking about
to someone, I will fire you on the spot.
“If you don’t take the time to put it out there it? Apart from sharing the statistics (and
On the spot. No ifs, ands, or buts.”
and say ‘has anybody got any thoughts this handbook) with them, hold an offsite
on this?’ and be inclusive and value meeting with leaders and management Joe Biden also commented on diversity
people and offer them the opportunity to discuss why this is important. You and equity during his swearing in
to contribute, you don’t get to pick up should brainstorm ideas for how everyone ceremony. “We ran on a promise
those gems off the beach, you don’t get can encourage and support diverse that this administration would look
those success factors that make you a teams. Set quotas for hiring, and for like America looks. That taps into the
world-class leading organisation, that is a employee happiness, which we will best of our nation. That opens doors
problem solving organisation, that brings explain more about a little later on. and includes a full range of talents.”
solutions to market to their clients.”
Another valuable thing to invest in for
your leaders and managers is training.

DIVERSITY AND INCLUSION IN 2021 21

TRAINING

Training is another tried and tested Organise this training to take place on
way to get your employees of all levels an annual basis, if not more frequently.
thinking about how they can support Have everyone in the team attend,
marginalised groups, understand their including senior management - and
experiences and gain the tools to tackle encourage them to take notes so they
discrimination in the workplace. can reflect on their learnings later.

When you engage with different

D I D YOU K N OW. . . New Zealand
training groups to conduct sessions at
your workplace, your team will meet A quick Google will help you find local • Tūtira Mai NZ Cultural
with experts who understand diverse organisations in your country, but we’ve Competency Training
experiences. These different groups collected some helpful links below. • CCS Disability Action -
of people are able to give real-world Disability Awareness Training
examples of various issues. Learning Australia
• Rainbow Tick
from different training organisations can • Centre for Cultural Competence
give your team a better sense of cultural Australia (CCCA) United Kingdom
competency - and takes away the need
• Australian Network on Disability –
for anyone from a diverse background • Learnlight Cultural Awareness Training
Disability Confidence Training
within your organisation to educate their • Disability Rights UK - Disability
• The Gender Centre
peers on their culture or identity, which Confidence Training
can make them feel uncomfortable. • Diversity Australia
• Mindout UK - LGBTQ Affirmative

DIVERSITY AND INCLUSION IN 2021 22

EXAMINE AND Some different types of bias that Similarity bias: Similarity bias can
OVERCOME HIRING BIAS can occur in the hiring process: lead hiring managers and recruiters
to prefer people with similar qualities
Hiring bias would see you preference Unconscious bias: It’s simply that –
to themselves. We are naturally
a certain type of person over another unconscious. Hiring managers can
drawn to people like ourselves, and
during the recruitment process. It can have great intentions of offering equal GLOSSARY
studies show that hiring managers
lead to a lack of gender and cultural opportunities for all job candidates
will often select candidates that
diversity in your workforce, and can and still make decisions based on What’s an example of societal
they can see themselves in.
remove equal opportunities for people unconscious bias. They might think that conditioning that can lead
with disabilities, various religious beliefs, they are making objective decisions, Contrast bias: his bias includes making to unconscious bias?
sexual orientations and gender-identities. but their brain may be pushing them assumptions about candidates based
towards specific outcomes, derived on the directly previous applicant. This A 2018 Google image
Bias in hiring can exist at all from societal conditioning. would involve a hiring manager sorting search study found that
stages of recruiting such as: through a bunch of CVs, comparing the search engine ‘thinks’
Affinity bias: This is another unconscious that more than 90% of
each one directly to the last.
• Using discouraging language tendency, where hiring managers professors are white men.
in job descriptions may have something in common with Intentional bias: Intentional bias takes
• Not advertising widely enough a candidate - maybe they went to place when the hiring manager actively
the same university that they did, or and consciously discriminates against
• Not recognising great talent to
they’re from the same neighbourhood a certain group. If you recognise this
progress to the next stages
that they live in - and rank them kind of bias in your hiring managers,
above others because of this. take disciplinary action and remove
the individual from any hiring or HR
responsibilities until the matter is resolved.

DIVERSITY AND INCLUSION IN 2021 23

How can you challenge bias in your hiring Make sure your job ads Collect and analyse data
processes? Here are some practices to have great visibility. on your talent pool.
implement to create a fair hiring system.
Be sure to extend your advertising effort After a period of staff growth, collect
Create a structured recruitment process. a lot further than just finding new talent. and analyse recruitment data. Make
Make your job as visible as possible by note of who is applying for advertised
Have your HR managers follow
posting it to lots of different job boards. roles, who is being hired and what the
a standardised hiring process for
Use keywords and post frequently candidate experience is like. Can you
recruitment. Every time a new role
about it on social media. Speak to your identify any patterns that might suggest EH TIPS
appears, candidates should all move
marketing team about using digital an unconscious bias in your hiring staff
through the one funnel. Under one role, Employment Hero’s Applicant
marketing to reach the widest audience. or a lack of diversity in applicants? Ask
candidates should be interviewed with the Tracking System (ATS) provides a
candidates for feedback, like how they
same questions and respond to the same Consider your language centralised source of information
found the recruitment experience.
task. Make sure all applicant paperwork when advertising. that can transform the
and correspondence is filed in a place recruitment process. Easily keep
The language and imagery you use in
that is easily accessible to the hiring team. track of all candidate information
job ads are important. When presenting
and paperwork, build shortlists,
each role, consider different types of
schedule interviews and hire new
applicants who may be applying. Be
employees – all from one place.
conscious of framing your workplace as
an accepting and inclusive place to be.
Consider putting a statement on the end
of your job ads that invites people of all
backgrounds and identities to apply.

DIVERSITY AND INCLUSION IN 2021 24

CREATE DEVELOPMENT AND well as commit to things for the future.
PROMOTION PATHWAYS 1:1s empower accountability and trust,
and are a great way to discuss goals,
After you’ve examined your recruitment
engagement and career development.
processes, turn your attention to the internal
employee experience. A frequent issue Allocate times in your 1:1s to follow long
that is encountered by minority groups is a term and short term career development
lack of progress or development once they and progression. Does your staff member
are employed by a company. What could want to attend a conference or undertake
be more disheartening than seeing your training? Where would they like to be in
colleagues have career progression while 6, 12 and 24 months and how can you
you stay for years in an entry level position? help them get there? Do they have any
concerns about roadblocks to promotions
How can employees make
that you can work through with them?
sure they’re taking an equitable
Open up the space for them to talk about
approach to development?
their ideal professional pathway and take
Use 1:1 meetings to discuss career the opportunity to share any details of
development regularly promotion and development opportunities.

1:1s are a scheduled weekly or fortnightly 1:1 meetings will help managers keep
catch up that an employee has with their employees’ needs and goals front of
direct manager. This is time dedicated mind, as well as helping managers
for the employee to talk through how create a deeper sense of trust and
their past week or fortnight has gone, as support with the employee.

DIVERSITY AND INCLUSION IN 2021 25

Mentorship meet with their mentor quarterly for a DI D YOU KN OW. . . “Individual businesses should be
casual, big picture chat. The mentee led by their data and prioritise the
Engaging with mentors is a great Kamala Harris was inaugurated as the
should be able to ask questions about areas of diversity where they have
way for employees to feel engaged, Vice President of the United States
the mentor’s experience, gain specific gaps and there is a business case
supported and nurtured to achieve their in January 2021. This was a landmark
insights and tap into the mentor’s network. to address them,” says Lisa Annese,
professional goals. Research has found event that placed a woman of colour in
CEO of Diversity Council Australia.
that employees from minority groups were The mentor/mentee relationship should one of the most powerful offices in the
more likely to suggest that mentoring be cyclical. As the mentee progresses, world. This important, ‘ceiling breaking’ “Take stock of your workplace to see
was important to their career. Other encourage them to provide mentorship to moment is a powerful showcase of how diverse and inclusive it really is.
studies have found that mentorship can new, junior members of the organisation. representation - showing other people If there are gaps, have a good look
supercharge career advancement and with those identities that they also at your recruitment, retention and
Diverse leadership is the goal
lead to both the mentor and mentee belong in those leadership positions. promotion processes to see if you are
having greater work-life satisfaction. You can’t be what you can’t see - or at unwittingly filtering out diverse talent.”
COLLECT DATA ON YOUR
least that makes it a lot harder. People
Although mentors can be internal EMPLOYEE BASE, AND YOUR There are a range of diversity and
from minority groups are still extremely
or external to your business, we EMPLOYEE HAPPINESS inclusion metrics that you can use
underrepresented in leadership positions.
would recommend creating an in- to give you an insight into what’s
Use development opportunities to We’ve already touched on gathering
house mentorship program. Give your happening in your company, and help
encourage people from all groups to data during the hiring process -
employees from minority groups the you work towards diversity goals.
pursue leadership. By prioritising a diverse but it shouldn’t stop there!
opportunity to meet with, get to know
leadership group, you not only encourage
and receive guidance from senior
diverse thinking at the highest level in
members of the company. Alternatively
your company, diverse leaders become
to the regular 1:1, employees should
role models for junior staff members.

DIVERSITY AND INCLUSION IN 2021 26

 You should ask yourself these questions: From here, use the data to set some
diversity and inclusion SMART goals to
• How many people that you
achieve more equal numbers in each
currently employ have diverse
GLOSSARY area. “Once you know the state of
backgrounds or identities?
play, the next step is to set objectives
• How does this number measure for change,” says Lisa. “It’s critical
What is a SMART goal?
up against the number of non- that these objectives are measurable
SMART stands for specific, diverse employees? and visible, and that individuals are
measurable, attainable, relevant • How many managers and leaders held accountable for achieving them,
and timely. It’s a great framework are from diverse backgrounds and otherwise change may never be realised.”
for creating achievable goals. identities? Are most of your employees
of diverse backgrounds or identities
in entry level positions? What is the
retention rate of different minority
groups in your organisation?

• Is there pay parity between staff

members in the same position?

Collect this data and examine it over

time. The numbers won’t lie.

DIVERSITY AND INCLUSION IN 2021 27

SURVEY YOUR EMPLOYEES Development: • How would you describe the level of
REGULARLY support offered by your manager?
• Do you have access to learning

Surveying your employees on a regular and development tools you • On a scale of 1 to 10, how

basis is a great way to give your need to do your job well? comfortable are you in giving

employees a chance to have their say • Do you receive appropriate recognition feedback to your manager?

capture any issues as they arise. Survey when you do good work?
Teamwork:
data is also another great way to monitor
• Does your manager show a genuine
• How well does your team EH TIPS
your employee’s sense of happiness and
interest in your career aspirations?
work together?
fulfillment at work. The survey should
• Do you feel like you have opportunities Employment Hero’s Custom
allow for general feedback and should • Do you feel supported by your team?
for growth and advancement? Surveys feature allows you to
be submitted anonymously. If you make it Do you help each other complete work?
send and collect survey results
anonymous, your team is more likely to be • Do you feel that employees of
• Recognition: from all employees. Admins
completely honest with their responses. different backgrounds or identities are
• How strongly do you feel will be able to create and send
encouraged to pursue professional
What kind of questions should valued at work? them to employees and easily
development opportunities?
you ask? We recommend looking access, collate, track and analyse
• What recognition did you receive the
at the following areas. Leadership: the feedback. They allow you
last time you completed a big project?
to easily identify any factors
• Does your manager recognise • Are you satisfied with your
impacting your business so
your full potential and capitalise compensation and benefits?
you can make improvements
on your strengths?
within your people strategy.
• Would you say your manager is a
great role model for employees?

DIVERSITY AND INCLUSION IN 2021 28

Diversity and Inclusion: It’s important to remember that every often been excluded from the full range In the workplace, allies can be

• Have you ever felt discriminated survey question you ask implies of career options - flexible and remote leaders, managers or employees

against at work? that you’re going to take action working can open up opportunities. who acknowledge, respect and value
based on the answers you get. differences. Being an effective and
• Have you ever witnessed When you start working with remote
authentic ally means more than one
discrimination at work? OFFER FLEXIBLE WORKING or hybrid teams (employees that work
single act of solidarity (it doesn’t
• Do you see strong leadership partially in the office, partially from
begin and end with a black square
It’s taken a global pandemic to teach home), remember to still prioritise social
support of diversity and inclusion? on Instagram). It means taking the
us that we can perform our role away connection and communication.
• Do you feel included and respected long road to understanding and
from our traditional workspaces.
within the organisation? Find further information on how empathising with the various inequalities
When you enable remote or flexible you can make your workplace minority groups experience.
• Do you feel that the organisation
working at your business, you create the more accessible on page 39.
welcomes a range of Displaying allyship can include standing
opportunity to improve inclusiveness and
opinions and ideas? up against discriminatory behaviour when
diversity within your business. Essentially, CREATE A CULTURE OF ALLYSHIP
• Is it clear how employees can you see it, challenging microaggressions,
you are broadening your candidate pool.
report discrimination that they According to research from LeanIn, more and explaining sensitive topics to non-
experience or witness? This approach can help reduce inequality than 80 percent of white women and men diverse colleagues so the diverse
by creating more equitable employment say that they see themselves as allies to individual doesn’t have to. The
• Do you feel that you are free to
opportunities for those who may not colleagues of other races and ethnicities. burden on individuals from minority
be your authentic self at work?
have them otherwise. People such as The same study also found that only 25% groups to talk to their identity time
parents, carers, people with disabilities of white employees say they’ve spoken and time again can be exhausting.
and those unable to commute to the office out against racial discrimination at work.
due to their geographical location have The maths doesn’t quite add up, does it?

DIVERSITY AND INCLUSION IN 2021 29

 is to have a support group or have
people who identify or see themselves
as allies. In being an ally they can
GLOSSARY create a space that is inclusive without
necessarily singling someone out.”

What are microaggressions? Being an ally also includes taking the

time to become a trusted confidante
A statement, action or comment
by actively listening to people from
which is indirectly, subtly or
minority groups about their experiences.
unintentionally discriminatory against
Allies should be a trusted ear, and
members of a marginalised group.
never view a person’s complaint of
discrimination as a personal attack.

They should also use their voice to

“It’s not the responsibility of the employee amplify others that might get lost in
to be the spokesperson, to explain, to company communications - but they
educate, to have to go through their should be aware of speaking up, not
workday explaining things,” says Eloise over. While it’s important to help amplify
Brook of The Gender Centre. “So that underrepresented voices, it’s equally
means that one of the best things as important to provide an opportunity
that people can do as a group is to, for those voices to share their own
depending on the size of an organisation, experiences, thoughts and feelings.

DIVERSITY AND INCLUSION IN 2021 30

PA R T T H R E E

Supporting your
employees from
different groups.
In this handbook, we want to help you create We hope this section of our guide is a
a diversity and inclusion strategy to fit your helpful reference as you expand your
business. We also want to share some specific diversity and inclusion efforts.
ways in which you can support minority groups.
The more you know, the more considered
you can be with your strategy, and the more
you can tailor it to fit your business.

DIVERSITY AND INCLUSION IN 2021 31

Supporting racial equality
On page 5, we talked about the in light of recent racial violence. When question marks about the impact of
impact of the Black Lives Matter events that affect diverse communities the act, with some suggesting it was
GLOSSARY
movement in terms of opening up take place, managers should use their a case of virtue signalling. A black
the discussion on racial equality. 1:1s to check in on staff wellbeing, offer square can be posted relatively easily,
support, allow extra time to complete but proper change takes more effort. What is an EAP?
The movement was an extremely
work, or time off for the employee to be
important, high-impact event that drove You can show that you’re committed to EAP stands for ‘Employee
with their community. Don’t shy away from
home the existing inequalities that were long term change by using the diversity Assistance Program’, a
supporting your employees in this way,
affecting all areas of BIPOC lives. Although and inclusion strategies to support and service which is engaged
or consider political or social events as a
the resulting movement marked a step in invest in your BIPOC employees. You can by an employer to offer their
personal issue. Check in on their mental
the right direction in terms of awareness also demonstrate your commitment by employees free and confidential
health, and refer them to mental health
and change, the events that triggered partnering with, or making donations to counselling. Learn more about
services or an EAP (employee assistance
the movement were extremely painful local charities that fight for racial equality. Employment Hero’s EAP here.
program) if they need further assistance.
for many. Part of standing in allyship and You could sponsor the charity through
solidarity is being there to support people In June 2020, many businesses and a work team taking part in a running
who are at the centre of the issue. brands participated in #blackouttuesday event, donate a percentage of sales of
by posting black squares on their a certain product or run a fundraising
LeanIn’s Women in the Workplace
social media accounts. Whilst showing event. Share these charitable efforts
2020 study found that fewer than one
that you support the end of racism with your team and get them behind it.
in three Black women reported that
is a positive thing, there were some
their manager had checked in on them

DIVERSITY AND INCLUSION IN 2021 32

 You might consider donating to Stop language which can help your business
Hate in the UK, the Healing Foundation in reach new clients and customers.
Australia or People at Risk Solutions in NZ. You may be able to partner with local
organisations to create pathways for
Lastly, join your staff in celebrating
refugee employees to your business.
GLOSSARY cultural holidays and be conscious
that some staff may need time off to Consider creating a system of mentors
participate in religious events. A great or ‘buddies’ to support refugees as
What is virtue signalling? way to keep on top of this is to create they get started in their new position.
a shared multicultural events calendar, The buddy can help the new employee
Virtue signalling is the action of
where employees can make a note of get to know the office space and the
publicly expressing opinions that
incoming holidays and managers can local area. They can also assist them
are intended to demonstrate good
be across them well in advance. in completing onboarding paperwork
character towards a particular
and any induction activities.
issue. For example, someone
SUPPORTING EMPLOYEES
could share a post on social Be conscious of not using too much
THAT ARE REFUGEES
media in which they speak out slang or metaphors in your company
against an issue that doesn’t affect Have you considered adding refugee communications and be aware that
them personally, but this is done employees to your workforce? some body language or greetings
to protect or promote their own may be culturally specific.
According to the Tent Employers’ Guide to
reputation as opposed to creating
Hiring Refugees, refugee employees have
real change for the affected group.
skills that match skills shortages in certain
established and growing industries. They
may also be fluent in more than one

DIVERSITY AND INCLUSION IN 2021 33

Supporting gender equality
Gender inequality is still pervasive in a woman’s time out of the workforace
workplaces around the world. There impacting career progression.
are some very clear problems, but there
So what can be done about this? Well,
are some very clear solutions. Let’s look
the first place to start is for employers to
into how we can implement them.
make sure that they are paying people
In Australia the gender pay gap is who are doing the same role the same,
currently 14%, in the UK it’s around or very similar, salaries. Do an audit of
17.3% and in New Zealand it’s your employees salaries and examine
around 17%. This adds up to a lot of any discrepancies between them and
cash lost for women over time. then make an immediate plan to bring
the low salary up to a balanced rate.
According to WEGA this can be attributed
to several factors - discrimination The next big thing that organisations
and bias in hiring and pay decisions, can do to give their female employees
female-dominated industries attracting assistance is to offer flexible and
lower wages, a dispraportionate share remote working to everyone. Having
of unpaid domestic work, a lack of remote and flexible working can help
workplace flexibility to accomodate working parents - male and female -
caring and other responsibilities, and spend more time with their families and
balance parenting or caring duties.

DIVERSITY AND INCLUSION IN 2021 34

Flexible working can also support You should also look out for double
women in returning to work after standards that might be brewing
maternity leave. It’s also a great idea underneath the surface. For ambitious
for managers to stay in touch with their women, the risk of being ‘unlikeable’
staff that are on maternity leave - this or ‘bossy’ can be a real issue in terms
can help them stay connected to the of career progression and teamwork.
company and feel prepared when If a man displays the same behaviour,
they’re ready to return to work. he’s much more likely to be seen as
‘confident’ or ‘straight-up’. Do a double
Have a blanket no-tolerance rule against
take when you hear the words ‘bossy’,
sexual harassment in the workplace. This
‘shrill’, ‘nasty’, ‘sassy’ or (possibly the
should be detailed in your workplace
worst of the worst), ‘hysterical’).
policies (flick back to page 20 to read
more about workplace policies) and be
D I D YOU KN OW. . .
clear to all employees from day one.
The most frequent forms of harassment Research from LeanIn suggests that
include unwelcome verbal comments, women can lose career opportunities
inappropriate and repeated requests when they’re engaged to be married.
for dates, remarks about figure, and Employers should never assume that
unspoken behaviour such as staring, women, mothers or non-mothers,
whistling, and suggestive gestures - aren’t willing to take on opportunities
according to the BBC. All staff should for challenging assignments or travel.
know from day one that none of these
will be accepted in the workplace, at staff
social gatherings or in a digital setting.

DIVERSITY AND INCLUSION IN 2021 35

Supporting LGBTQ+ employees
As our statistics on page 8 show, work can They may not feel comfortable telling A great way to clearly demonstrate
be a pretty stressful place to be for many others, so check with them before you that you’re an inclusive workplace is
members of the LGBTQ+ community. share this information. After the person to celebrate LGBTQ+ events. Whether
has come out, don’t feel the need to turn that’s Mardi Gras or Pride, sharing
One thing you can instantly do to make
it into a big moment or event. Let the general celebratory greetings with your
your culture more inclusive is to never
person know that you’re there for them as team for these events is a great way to
make assumptions - and dissuade others
an ally and then let the situation move on show your support to the community.
to do that same. When socially discussing
organically. Coming out can be a stressful If there’s any extra budget, consider
personal life, use terms like ‘partner’
time, many individuals going through it supporting one of these events or
instead of ‘boyfriend’, ‘girlfriend’, ‘husband’
just want to know they’ll still be included buying some rainbow flags to decorate
or ‘wife’, so the person doesn’t feel the
and are able to get on with their job. the office in the week of the event.
need to immediately explain themselves.
Make sure benefits are expressed
Approach coming out with understanding.
in a gender-neutral and inclusive
Many people in your workplace may not
language. For example, be mindful
be ‘out’ - openly identifying as LGBTQ+.
of using gendered language in your
There could be several reasons why they
policies around parental leave, as this
have decided not to share details of their
may unintentionally exclude LGBTQ+
personal life or identity. If a colleague
parents. If your workplace has uniforms,
feels comfortable enough to come out
design them to be gender neutral -
to you, be sensitive with the information.
or offer a gender neutral option.

DIVERSITY AND INCLUSION IN 2021 36

 SUPPORTING TRANS AND “So businesses and organisations experience is a lack of understanding of
GENDER-DIVERSE PEOPLE have been on this journey, asking how trans and gender-diverse people
IN THE WORKPLACE how do we effectively support our might identify, what kind of pronouns
GLOSSARY employees who are trans and gender they might use and what’s the best way
We spoke to Eloise Brook of The
diverse in such a way that they can to make someone feel included. These
Gender Centre about supporting
just get on with their job, they can are quite basic but really important
What is transitioning? trans and gender-diverse people in
just get on with their lives and ensure things, sometimes they can be caught up
the workplace. She suggests that
Transitioning is the process that they aren’t spokespeople.” with people’s resistance or uncertainty
ignorance and a lack of understanding
of a person beginning to about the way that gender works.”
is often to blame for discrimination. When your employees are onboarding,
live as another gender.
do you offer them a chance to select
“One of the main issues for trans and
What are pronouns? their gender identity when they’re filling
gender-diverse is that it’s still a relatively
out their onboarding documents? In
uncommon experience for people to
Personal pronouns are the words addition to ‘Male’ and ‘Female’ tickboxes,
know trans or gender diverse people, or
we use to describe ourselves or include ‘Non-binary’ or ‘Prefer not to
to understand the circumstances around
others - ‘he’, ‘she’ or ‘they’. For say’, so you can understand their gender
the lives of trans and gender diverse
a non-binary or gender neutral identity before they start the job.
people,” she says. “So trans and gender-
person you should use the word
diverse people - if they’re entering the “For workplaces, it’s all about making sure
‘they’ in the place of ‘he’ or ‘she’.
workplace or coming out or transitioning, that trans and gender diverse people feel
For a trans person remember to
often experience a kind of discrimination included, that they can just get on with
use the pronoun that aligns with
or disadvantage to do with people’s their job. Often one of the main problems
the gender of which they identify.
igonorance around how to offer support.” that trans and gender-diverse people

DIVERSITY AND INCLUSION IN 2021 37

 It can be distressing for a person who “Often it’s the case that you might have
is trans to be called by the name they a trans person who is transitioning and
used prior to transitioning or by incorrect coming to work and the last thing that
pronouns. Make sure when you’re they want to talk about is their experience
talking to or about a trans person you of being trans,” says Eloise. “They just
remember to use their identified name. want to get on with the job that they’re
Sometimes, mistakes will happen. If being paid to do. So on one hand it’s
yourself or one of your staff members do incredibly supportive and uplifting to
slip up, offer a private and professional visibly show that you’re very supportive
apology and remember for the future. of someone but it doesn’t take away from
Increasingly, more companies are how wearing it can be if a trans person

EH TIPS including gendered pronouns as standard or gender diverse person is always

for all staff on email signatures. This is having their gender spotlighted, even in a
Employment Hero has a positive and inclusive way to support positive way, in that kind of circumstance.”
gender selection options of trans and gender-diverse way in being
‘female’, ‘male’, ‘non-binary’ Learn more about The Gender Centre
addressed by their correct pronouns.
and ‘would prefer not to say’ and their resources for employees.
as a standard inclusion on Whilst it’s great to get to know your
our onboarding profiles. trans and gender-diverse staff members
better, don’t spotlight or ask regular
questions about their identity or
experience, even if it’s in a positive light.

DIVERSITY AND INCLUSION IN 2021 38

Supporting employees with a disability
Employees with disabilities face many “There’s an ABS stat that we’ve got in
barriers when it comes to employment, the report that people with a disability
from recruitment to employee have higher rates of self employment
experience. As the research on page and entrepreneurship than the average
9 explores, the unemployment rate Australian. So it’s 13.1% as opposed to
of people with disabilities is double 9.2%, which works out to be a 43% higher
that of people without disabilities. rate of entrepreneurship, with differences
Concurrently, a higher proportion of the between the disability. One person said
community with disabilities are turning to ‘i just kept beating my head against a
entrepreneurship and self-employment brick wall when it came to even getting
than the non-disabled community. interviewed for a job’ - they literally
filled out hundreds of applications.”
Simon Darcy, Professor of Social Inclusion
at the University of Technology Sydney, “When they got their foot in the door
is currently undertaking research they didn’t feel that their career was
on Disability Entrepreneurship. Why going anywhere. They were left on
are so many people with disabilities an entry level position for 5 or 10
moving towards entrepreneurship? years. They weren’t considered for
Many are sick of the barriers that often promotions or continuing professional
start with recruitment and follow them development in those areas.”
through their professional lives.

DIVERSITY AND INCLUSION IN 2021 39

Throughout employment, people with Often this behaviour is spurred One of the greatest reasons for can do to make the workplace
disabilities are often encountering by attitudes and misconceptions people turning away from employment more welcoming and inclusive
direct and indirect discrimination. about workers with disabilities. towards entrepreneurship? They felt to people with disabilities.
underutilised in their workplaces,
“They may be socially isolated in the “To be quite frank, there’s a series of Honestly examine your numbers - “People
and felt they weren’t encouraged to
workplace. In the most recent report hostile attitudes towards people with say, if you’re not measuring it, it’s not
work towards their full potential.
a person said, ‘you never feel at ease disabilities that are unexplainable but getting done,” says Simon. “So I think
because people think that you got they exist and we see that behaviour from “Probably the greatest thing is people that organisations, before they look to
the job not because of your ability but recruitment right through to retention, just feeling that they had more to see what they can do, need to see what
because of your disability’ and there’s in every stage of the HR process.” offer and they needed to make that they’re currently doing. Data is king, so
antagonism from other employees.” decision that it’s time to take a risk have a look at your profile.” Consider
Beyond socialising with colleagues,
and go out and create a business.” putting some recruitment targets in place.
“There’s been some really good research there are many barriers to
about employee acceptance. It might be professional development and “They also want to give back. They see Understand that cost does not have
around the socialising that goes on in the networking opportunities. people with disabilities all the time being to be a roadblock for businesses - “I
workplace. From personal experience, represented as recipients of support think that things like cost become an
“The individual may not be considered
I know why I haven’t been invited - and help, and these people want to excuse,” says Simon. “In fact there’s an
to go to a professional development
because the location of the social support and help not just other people excellent Commonwealth Government
course because somebody thinks
occasion was in someone’s house and with disabilities, but the community [Australia] program called ‘Job Access’
there might be an access or cost issue
that house is not accessible. Therefore generally. They want to be seen to that’s available to every individual that’s
involved and they don’t include that
you don’t get invited and you’re not seen be good and useful members of the got a disability that has a job. They
person in the conversation,” says Simon.
and if you’re not seen you’re not as likely community and to provide opportunities.” do everything from a $25 attachment
“So they can be overlooked and not
to be invited to another social occasion
know that they’re being overlooked.” There are lots of things that employers
that goes on around the workplace.”

DIVERSITY AND INCLUSION IN 2021 40

for the driving wheel on a car, right requires signalling and leadership
through to literally tens of thousands but it also requires middle managers
of dollars worth of adjustments for a to value that as well. It also requires
business so that that individual will be training throughout the organisation.”
employed. So there may be ‘cost issues’ This should lead to a company-wide
but they’re rather solvable and those understanding of the experiences and
types of programs do a wonderful job needs of people with disabilities, from
of taking that out of the equation.” employees to future recruits to customers.

D I D YOU KN OW. . . “I’ll give you an example of that - with

hotels, if the person that answers [the
There are programs to financially
phone] from reservations can’t give
support employers in implementing
me some fairly basic information on
tools and equipment for
if they have an accessible room and
employees with a disability.
what are the features in it, then I’m
• Job Access (Australia) not going to go ahead and book.”
• Modification Grants (New Zealand)

• Access to Work (UK)

Explore how you can achieve

organisational change - “These things
don’t occur top down and they don’t occur
bottom up, they require an organisational
cultural change,” says Simon. “So it

DIVERSITY AND INCLUSION IN 2021 41

Show that you’re an inclusive workplace
- “I think that an employer can signal that
they are open to people of all abilities
and socio demographic, to work for
their organisation,” says Simon. As we
suggested on page 24, consider putting
an inclusion statement on your job ads to
show that you are an equal opportunity
employer. Incorporate accessibility in your
company assets, including “brochures,
website, company documents, the way
you advertise yourself. It’s an embracing
of all so that you’re an organisation that
can honestly say we’ve got the best
person for the job and we know we
have because we’ve given everybody
the opportunity to apply for it.”

DIVERSITY AND INCLUSION IN 2021 42

Employment Hero can help with Diversity and Inclusion strategies
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discrimination and anti-harrassment the vibe of your business. Not only
tools an ATS can provide will also cut easier and more rewarding for everyone.
issues. Share new or updated policies will your employees feel more valued
down the application process and help
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improve engagement with candidates.
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APPLICANT TRACKING business through employee feedback. EMPLOYEE ASSISTANCE
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empowered to perform their best work.

DIVERSITY AND INCLUSION IN 2021 43

Acknowledgements
Thank you to the industry experts who
provided valued insights for this resource.

Eloise Brook, The Gender Centre

https://gendercentre.org.au/

Lisa Annese,
CEO of Diversity Council Australia
https://www.dca.org.au/

Nareen Young, Professor, Indigenous

Policy, University of Technology Sydney

Simon Darcy, Professor of Social Inclusion,

University of Technology Sydney

Steven Asnicar, CEO at Diversity Australia

https://www.diversityaustralia.com.au/

DIVERSITY AND INCLUSION IN 2021 44

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DIVERSITY AND INCLUSION IN 2021 45