Diverse assignments to support diversity and inclusion progress

Here at Diversity Partners, our focus is systemic change in organisations. We work closely with clients to help create more diverse and inclusive work environments.

We understand the importance of finding the right solution at the right time to achieve diversity and inclusion progress, engaging key stakeholders along the way.

For some organisations, we run a single program on unconscious bias. For others, we embed diversity and inclusion principles right across the business.

Like me, a number of our consultants have worked within organisations for decades. That’s given us a deep appreciation of the complexities (and opportunities) of embedding diversity and inclusion across processes and everyday practices.

We’ve also had the opportunity to tailor insights and programs across a range of industries through engagements with more than 20 of the ASX Top 50 companies.

What really keeps us engaged is the diversity of our assignments. Some examples of recent work include:

  • briefing board members and chief executive officers on diversity opportunities
  • undertaking detailed audits of talent management processes to reduce unconscious bias and build more diverse talent pipelines
  • preparing 2020 diversity and inclusion strategies
  • facilitating diversity councils
  • providing advice on customised targets and metrics
  • facilitating development programs for hundreds of leaders to support diversity progress and reduce unconscious bias.

Some clients in Australia and New Zealand have linked their diversity efforts with strategies to build more ethical behaviour; others continue to focus on the benefits of diversity to encourage more innovation, enhance employee engagement and attract global talent.

What’s most encouraged us over the past year or so is the elevated positioning of diversity – it’s now a top strategic priority for so many of the organisations we work with.

Katie Spearritt, CEO