Diversity planning

Create a diverse and inclusive workplace. Use diversity planning to embrace employees with a range of skills and personalities, of any age or gender, from all backgrounds and cultures and of all abilities.
Workplace diversity benefits all businesses and organisations no matter their size, industry or location.

Why workplace diversity is important

Your workforce is your team. Successful teams include individuals with different traits, strengths and capabilities. Diversity delivers varying experiences, talents and points of view and is proven to increase workplace productivity and efficiency.

You want your team to include people with different ways of approaching and solving problems – people who use their knowledge and experience to present alternative ideas. See: More Diverse Personalities Mean More Successful Teams

Research also shows gender or ethnically-diverse companies record higher financial returns. See: Why Diversity Matters

Organisations with age-diverse workforces and those hiring people with a disability gain from the range of skills and insights their employees bring to the roles. In turn, those organisations are more likely to understand the different people who make up their communities and preferred markets. See: Business Benefits of Hiring People with a Disability

Developing a diversity policy

Diversity planning starts with creating a diversity policy. Your diversity policy sets the agenda for developing your workforce and guides your employees on what you expect from them.

Your individual business needs and goals will determine the policy’s details. However, generally speaking, it usually covers hiring policies, staff conduct and working arrangements. In some cases, it may extend to ensuring your suppliers share your diversity values.

Diversity Policy Template

Creating a diversity plan

Once your diversity policy is finalised, decide how you will put it into practice:

  • Compare your policy objectives against your current workplace arrangements, programs and processes to identify if any need review.
  • If there are gaps, list the work required to align your existing business activities with the objectives of your diversity policy.
  • Develop a task priority list and set time-frames for making the changes.
  • Set target dates to measure your progress and to ensure you meet your diversity goals.

Implementing your plan

Good communication is vital to successfully implementing your policy and plan.

  • Clearly outline to staff what is happening, how they can help and how everyone involved will benefit.
  • Provide opportunities for staff to ask questions and give feedback.
  • Review your plan every 12 to 18 months and update it to reflect any changes in your business.

Find more information on workforce diversity from the Federal Government’s business website.

Or visit the JobAccess site for information on employing a person with a disability.

Contact us to discuss how we can assist you to diversify your workforce.