We love best practice resources at Diversity Partners and we thought you might too.
Here are some of our favourite and most topical articles and publications you might find interesting.
Some of them are by or about Diversity Partners, and others relate broadly to diversity, inclusion and/or unconscious bias.
Dr Katie Spearritt, Actuaries Institute Annual conference 2016
Research shows that unconscious racism, ageism, and sexism play a big role in who we hire. This Harvard Business Review article identifies several practical tips to help reduce bias in hiring.
We use these evidence-based tenets to guide the design of our unconscious bias training to maximise long-term outcomes: 'Don't give up on unconscious bias training - make it better', Harvard Business Review.
To assist Board directors take a leadership role in progressing gender balance in their own organisations, Boards for Balance: Your Leadership Shadow (2017) focuses on four aspects of leadership: what we say; how we act; what we prioritise; and how we measure. We particularly recommend the tangible action plans at the back of the report.
Being around people who are different from us makes us more creative, more diligent and harder-working, according to research published in the Scientific American journal.
Dr Katie Spearritt's article on 'How to promote diversity in the workplace' features in this publication from the Australian Institute of Management.
This May 2017 article, 'How to react to biased comments at work', from Harvard Business Review has some useful practical tips for individuals and organisations to address the subtleties of unconscious bias.
Diversity Partners prepared this summary report, 'Tapping the Power of Inclusion and Diversity in Urban Water', for the Water Services Association of Australia (WSAA), launched on International Women's Day in 2017.
Diversity Partners published this infographic: 'Practical actions that leaders can take for a more inclusive and innovative workplace', that offers simple tips to improve decision-making, team meetings, and everyday interactions.
At the 2016 Annual General Insurance Seminar hosted by the Actuaries Institute, Dr Katie Spearritt led a session on the value of diversity and reducing biases when making decisions: http://www.actuaries.digital/2016/11/30/gis2016-wrap-up/
Dr Katie Spearritt, speaks about the benefits of diversity in this feature article from the Australian Institute of Management.
One of our favourite articles from Harvard Business Review on how diverse teams perform better because they feel less comfortable.
Gender imbalance in senior financial roles among Australia’s 100 biggest listed companies is the focus of this article, featuring an interview with Dr Katie Spearritt.
Feature article on the importance of board diversity, featuring CEO, Dr Katie Spearritt.
This article about recruitment bias by Katie Spearritt was published in Women's Agenda, May 2014.
Katie Spearritt of Diversity Partners is one expert quoted in this article about the dangers of groupthink, from EY's global magazine Reporting, October 2013
Diversity Partners' Duncan Smith is interviewed about unconscious bias in this article in Resource People (Spring 2013-Summer 2014), published by Australian resource industry peak employer group AMMA
This media release from law firm Maddocks in October 2013 quotes Diversity Partners' Katie Spearritt after Maddocks hosted a session by Professor Kandola about gender equality
Law firm DLA Piper published this media release about their diversity strategy in September 2012, and included comments from Katie Spearritt of Diversity Partners
This research and discussion paper summarising diversity issues in the Asia Pacific region, that included an interview with Diversity Partners' Katie Spearritt, was published in August 2012 by executive search firm Braithwaite Steiner Pretty (here linked to Odgers Berndtson's TEC blog)
Anglo American issued this media release in June 2012 about hosting a 'Women in Mining and Resources Queensland' diversity event at which Professor Binna Kandola spoke about unconscious bias.