Bree Gorman Consulting

At Bree Gorman, we are interested in creating sustainable, meaningful change.

Having clear, measurable and achievable diversity and inclusion objectives and actions is important for all businesses regardless of sector or size. We believe in equal opportunities for all, we centre intersectionality, and we are also acutely aware of the need to ensure the diversity and inclusion strategies we suggest support you to achieve your business objectives. Because prioritising diversity and inclusion is the right thing to do and the smart thing to do.

Our Diversity & Inclusion Strategy and Process

Our proven Diversity & Inclusion strategy and process thoroughly considers your current realities, business objectives and future growth plans. We’re with you throughout the journey – from research and strategic planning, to creating actionable plans and reviewing performance, to ensure we make sure your workplace creates meaningful and measurable change that is right for you and your people.

At Bree Gorman Consulting we feel the most important part of the Diversity and inclusion strategy development is the part where we listen to the employees.  

  • Do you feel you belong?
  • Can you bring your authentic self to the workplace?
  • Have you experienced discrimination, bullying or harassment in the workplace?
  • What barriers get in the way of your career success?

We tailor our consultation processes to your organisation using a mixture of surveys, focus groups, workshops and interviews.  We use our knowledge of mixed methods research and best practice facilitation skills to ensure we can take a deep dive into the culture of your organisation.

Our strength at Bree Gorman consulting is analysing the research outcomes to develop presentations and reports that clearly communicate what the data is telling us. You won’t get heat maps that are difficult to understand and only provide a surface level analysis. We take the time to drill in, seek further information and prepare a report that clearly identifies your priority areas.

“These are the areas that pose the greatest barriers and that you have the greatest chance to remove”

We aren’t interested in too many words, and theoretical understandings.  We will tell you what the data says in a way that can be easily translated across your organisation.

This is where the rubber hits the road (where we get moving!).  We believe that when we apply our expertise with that of your leaders and people who have lived experience of being excluded we get the best outcomes.  Actions that:

  • tackle the real issues (without causing more problems)
  • are context specific – meeting your employees where they are at
  • break down systemic barriers (rather than focussing on “fixing” people from minority groups) and,
  • can be measured.

Diversity and Inclusion strategies are useless if we just create them and then put them on the shelf.  We must constantly review and revise them to ensure we are creating change.  That’s why we use proxy metrics that you can track over time to determine the success or otherwise of an action.  Engage us to complete the whole process with you and we will check in every six months to see how you are tracking!

Bree Gorman

Since late 2019, as Managing Director of Bree Gorman consulting they have worked with companies across a wide variety of sectors delivering diversity and inclusion strategies, policy reviews, research projects, inclusion audits and diversity and inclusion training. Bree applies their business acumen, research skills and knowledge translation capabilities to the work of diversity and inclusion, developing solutions and providing advice that is practical, achievable and backed by a deep understanding of the barriers to equality that exist within our workplaces.

Their lived experience of working in a male dominated area and coming out as genderqueer and bisexual in the middle of their working life brings with it a heightened awareness of identity and its importance in the workplace.

Along with their science qualifications, Bree is a graduate of the Committee for Geelong’s Leaders for Geelong program and of the Australian Institute of Company Directors course. Bree holds a position on the Geelong Cricket Association Board and Cricket Victoria’s Rainbow Advisory committee.

Ainslee Hooper

Ainslee Hooper is an Anthropologist, Disability Inclusion Consultant, Speaker & Author who, through her lived experience of disability and professional expertise, empowers businesses and organisations to remove invisible barriers and reduce the risk of ableism.

Ainslee believes everyone deserves to be heard, seen and included. She works with diverse businesses and organisations, providing bespoke consulting and advisory services on projects to ensure positive outcomes for both the client and people with disabilities.

Ainslee holds a Bachelor of Arts with Honours in Anthropology from Deakin University. She is available for consulting, advising, and speaking. Ainslee can be contacted at info@ainsleehooper.com.au or via her website https://ainsleehooper.com.au.

Struggling to get your Diversity and Inclusion strategy off the ground?

Download our free guide outlining 8 steps to follow to engage your Executives with your Diversity and Inclusion objectives.

Need help with your Diversity & Inclusion strategy in your workplace?

Skip to content