When we develop and publish our policies as an organisation, we display what we stand for.
As business leaders, we are expected to stay true to these commitments. We’re also likely to be judged by all relevant stakeholders based on how we action these principles. Whenever we examine a workplace diversity policy in Australia, we get a sense of the rich evolution of Australian society.
The bar is set high, as it ought to be in respect of workplace policies and procedures, given the inherent challenges businesses face in Australia.
Being in many respects at the forefront of multicultural integration, workplace diversity policy in Australia must reflect cutting-edge thought and practice. On display, globally, is how far Australia has come in respect of equality and inclusivity across gender, race, ethnicity, disability, age, sexual orientation, gender identity, intersex status and other differences.
This includes what we intend to achieve in terms of valuing every individual for their uniqueness.
Inclusive Co-creation
Given the many excellent examples of sound and progressive policies across businesses, it is easy to get a good idea of what is required to develop and implement a diversity policy.
If a business is lacking in this area, needing a first-time introduction or even a review or refresh, it should never simply be a case of copying and patching together what’s available out there. Much of the success of workplace policies and procedures flow from the process with which they were created.
Yes, as leaders we must do our homework, research and engage in independent thought associated with our vision, but the value of co-creation must never be neglected.
When we are formulating policies, we are shaping decision making that determines our collective destiny. The goal is not simply a framework if policies are to be embraced as constructive and empowering.
Ultimately, your DEI policies need to create harmony in thought and action across a wide range of people. This is a serious endeavour that weaves together the culture of the organisation during its execution if approached in the right manner.
Given the co-creation aspiration in policy formulation to make it more valuable and sustainable, it is important that we recognise, upfront, that developing and implementing a diversity policy will take time.
A lot of the concepts and commitments to be incorporated into the workplace policies and procedures will be new or even foreign to some. Securing understanding and endorsement of concepts, ideas and opinions to be included in the policy, may require in-depth examination by key stakeholders within the business before incorporation and education down the line for the whole organisation. We need to blend best-in-class diversity principles with user-generated content. There will be, in the process, reciprocal influence to get the best results.
The more open a policy is in its formulation, the greater the prospects of genuine ownership down the line. We certainly don’t want only the initiators of a policy to have a real stake in it. Workplace policies and procedures must belong to everyone at the end of the day.
Reflecting And Giving Back
Workplace diversity policies in Australia are aligned to the inspiration associated with breaking new frontiers while caring deeply about people and their dreams for a better life.
Policy must combine excellence in ideas and people to produce the right connections that work across a range of situations and circumstances. Approached correctly, workplace policies and procedures will optimise the potential for dialogue and cooperation.
We must also not lose sight of the fact that correct use must be acknowledged and rewarded when combined with an underlying commitment to policy implementation learning and revision. It is never a static, one-off effort.
When it comes to businesses, a workplace diversity policy in Australia is the umbrella to shelter under when the storms of conflict, confusion or dissent descend. But it can also be used as a tool to scale the highest mountains.
Workplace policies and procedures must be the backbone we depend on for consistency to support our journey and remind us where we are headed and why.
In this way, an organisation can unleash its energy to realise its full potential while standing proud of what exists as well as what’s unfolding. Accountability is established.
