In this iteration of Practical Inclusion – a series of conversations with leading Diversity and Inclusion practitioners working to create change – I was thrilled to speak to Christina Ryan, CEO of the Disability Leadership Institute, a professional hub for disability leaders.

An organisation that has equal employment opportunities sounds wonderful right? It sounds like we would have achieved all our diversity and inclusion goals. But the reality is that people often believe creating equal employment opportunities is achieved if we just treat everyone the same.

The gender pay gap is still a significant workplace issue in Australia and globally. Here, we’ll unpack what the gender pay gap is and the steps you can take to implement change in your workplace.

I’m excited to highlight this interview with Michael Ray as part of Practical Inclusion, a series of conversations with leading Diversity and Inclusion practitioners advocating for change.

This iteration of Practical Inclusion – a series of conversations with leading Diversity and Inclusion practitioners working to create change – is an important one for me. When GWS Giants player Haneen Zreika decided not to wear the club’s Pride jumper, meaning she would sit out round four of the AFLW, there was a lot of debate around inclusion.

Don’t get me wrong, this is not to say that pronouns aren’t an important factor in creating LGBTIQA+ inclusion – they are. However, it’s useful to be mindful of the many ways it’s possible to create a workplace that is inclusive of gender diverse and trans people.

Leaders have a significant impact on inclusion in any organisation. The Harvard Business Review reports that the actions of leaders can make up to a 70% difference around how included individuals feel.

Recently, I was at my local grocery store. I needed to pick up a few things and my kids had each written me a list of their lunchbox requests. At the checkout, I was assisted by the person I see most days when I go in to do my shopping.

I’m thrilled to highlight this interview with Gloria Tabi as part of Practical Inclusion, a series of conversations with leading Diversity and Inclusion practitioners working to create change.

In early 2021, I started hosting a series of LinkedIn Live interviews called Practical Inclusion. I wanted to develop a platform for conversations with leading Diversity and Inclusion practitioners working to create change, and especially highlight those individuals who weren’t having their voices heard.

When it comes to promoting workplace diversity and inclusion you don’t have to hold official responsibility for it to be able to make a difference.

Over the past few years, I’ve been excited by the very progressive Diversity and Inclusion targets set by many organisations in Australia. Indeed, the benefits of Diversity and Inclusion in the workplace are well-documented.

Privilege. Is it a dirty word? You might think so given the way some people respond to being told they have it. Many of us have multiple layers of privilege, and we shouldn’t feel guilty about this.

The message is out: Diversity and Inclusion is good for business. And although this awareness is important, bias can remain pervasive in the recruitment processes.

Where do we start with Diversity and Inclusion?

It’s an important question, and I recommend taking time to consider it. Especially before you jump into creating a Diversity and Inclusion committee and participating in a Pride March!

The challenges we’ve faced in our communities over the last few years have been many. I’ve noticed an important focus on people with privilege becoming better allies for Indigenous peoples, people of colour, LGBTIQ+ people, women and people with disabilities.

LGBTIQ+ inclusion training is becoming extremely popular in workplaces, sporting clubs and schools. Fortunately, there are many training offerings in this space. But, how do you find the best course for your organisation in terms of content and delivery?

Diversity and Inclusion strategies can support businesses of all sizes – not just those large enough to have ample resources, high-volume recruitment and pride networks. And diversity coupled with inclusion is, simply, good for business.

Supporting Diversity and Inclusion in the workplace can become difficult if there are difficult personalities in your way. You know the ones – they’re experts at interrupting, often in an expensive suit.

Haircuts are a significant topic in my life. I spent much of my childhood desperately wanting short hair. Finally, when I turned twelve, I was allowed to get my hair cut short on my birthday. It was a terrible cut – literally an old fashioned bowl cut. Yet, I wore that hair with pride until peer pressure got the better of me and I grew my hair out again.