Diversity, Equity and Inclusion: 8 Ways to Promote DEI in Your Business

In 2023, 30% of Australian workers reported experiencing discrimination and/or harassment at work, according to Diversity Council Australia’s survey findings released earlier this year. This percentage has increased since 2019 and should concern Australian employers as on 19 September 2024, the Federal Parliament passed a bill that amended the Australian Human Rights Commission Act 1986 to introduce a modified ‘equal access’ cost protection for applicants in federal unlawful discrimination cases, including sexual harassment. 

This means that more employees will now be likely to report workplace harassment incidents instead of staying silent. 

Businesses that want to succeed in the long-term need to consider how they’re building diverse and inclusive workforces, and we’re here to help. Below are 8 strategies that will set you on the right track to cultivating diverse and inclusive mindsets in your teams. 

 

1. Understand the Benefits of Diversity, Equity, and Inclusion (DEI)

Not only will being inclusive and having diverse teams keep your business out of trouble, as mentioned above, but it will also foster creativity, innovation, and resilience.  

By bringing together employees from different backgrounds with different experiences and beliefs, companies can benefit from a wide range of perspectives and ideas. Inclusion ensures that all voices are heard, leading to better decision-making, improved problem-solving, and enhanced employee engagement.  

On another note, commitment to diversity and inclusion can strengthen your employer brand and attract a wider pool of talent. According to LinkedIn, “employers that posted more about diversity received 26% more applications from women compared to companies that posted less.” 

 

2. Set Clear DEI Goals

To build a diverse, equitable and inclusive workforce, start by setting clear, measurable goals.  

Consider what diversity means for your organisation – whether it’s increasing representation of underrepresented groups, promoting gender balance, or fostering a more inclusive culture. No matter what goals you choose, make sure they align with what you and the people of your organisation truly care about and believe in. That way you are being genuine and more likely to act towards your goals.  

Establish specific targets and timelines to track progress and hold your organisation accountable. Examples of specific targets may look like: 

• Increase the percentage of employees from underrepresented racial or ethnic groups in your workforce by 15% over the next two years 

• Reaching a 50/50 gender balance in management and executive positions within 3 years 

 

3. Communicate the business’s commitment to DEI to everyone in the organisation

Communicating diversity and inclusion across the organisation will encourage a shared commitment.  

When everyone understands the goals, diversity and inclusion efforts become a collective priority, encouraging employees at all levels to align their behaviours and decisions towards the same direction. It provides a framework for implementing policies and practices that support the goals. 

Communication sets clear standards and allows progress to be tracked, reinforcing the business’s seriousness about achieving meaningful change. This open approach builds employee engagement and trust, showing that the organisation genuinely values diverse perspectives and is committed to creating an inclusive culture. 

That being said,  

 

4. Review and Update Recruitment Practices

Fortunately, most organisations in Australia are ‘on the right path in terms of hiring practices’ with 66% offering flexible working arrangements, 53% using inclusive language in job advertisements and 41% are using structured interviews for promotions and recruitment, according to the Australian HR Institute’s 2023 DEI report. 

However, the report also showed that there was room for improvement with many HR professionals still using recruitment practices that could result in biased hires. These included 76% still requiring a degree as part of the selection criteria and 94% not removing identifying information from applications. 

Examples of recruitment practices you could implement to promote diversity and inclusion are: 

• Sourcing via channels that include diverse talent pools 

• Ensure that the hiring process is transparent and objective by diversifying the recruitment panel and using consistent evaluation methods, such as having pre-defined questions, scoring criteria, and skill or aptitude tests 

• Take advantage of available government financial assistance for apprenticeships and traineeships, which can help offset costs and encourage the hiring of diverse talent 

• Regularly assess existing recruitment processes to identify and eliminate any potential biases 

• Working with a recruitment partner who has established DEI recruitment practices in place 

     

5. Provide Continuous Diversity and Inclusion Training

Diversity and inclusion are ongoing efforts that require continuous education and training. Seek out or host regular workshops, seminars, and online courses that cover a range of topics, from unconscious bias to allyship.  

Encourage employees at all levels to participate and provide opportunities for open discussions and reflections. You could encourage employees to undertake training by emphasising how the training is applicable to their role, offering subsidies or providing lunch (i.e. hosting lunch and learns). 

Continuous training helps maintain awareness and ensures that diversity and inclusion remain a priority. 

  

6. Measure and Track Progress

To effectively build a diverse and inclusive workforce, it’s essential to measure and track progress. Use metrics such as representation, pay equity, and employee engagement to assess the effectiveness of your diversity and inclusion efforts. Regularly review this data and use it to inform your strategy and make necessary adjustments. 

  

7. Create a Safe Space for Open Dialogue

Creating a safe space for open dialogue is essential to building diverse and inclusive teams. Creating a safe space isn’t just about saying the workplace is a safe space, it is about leading by example and showing that it is a safe space to speak about diversity and inclusion. In addition to implementing the strategies we’ve mentioned above, here are a couple more ways to show employees that open dialogue is welcome: 

• Implement a transparent system that tracks diversity metrics, including recruitment data, pay gaps, leadership representation, and turnover rates. Complement data with insights from employee feedback gathered through staff surveys 

• Provide various platforms where employees can share their experiences, ask questions, and give feedback without fear of judgment. Town hall meetings, diversity forums, or anonymous feedback channels are great platforms for honest conversations. This helps identify areas for improvement and helps employees feel valued and heard 

 

8. Celebrate Achievements and Share DEI Progress

When your business reaches its goals, share the results and celebrate the milestones with everyone. Recognise the efforts of employees and teams who contributed to achieving these goals and highlight the impact of their work. Celebrate the business’s DEI success stories through internal shout outs and on public platforms like social media and your website. 

Speaking proudly about your company’s progress reinforces the importance of DEI, demonstrates progress and encourages your team to continue contributing to your goals. Sharing results to public platforms will help you attract likeminded people when the time comes to hire new employees or partner with different businesses. 

   

At Fuse Recruitment, we understand the value of DEI in driving business success. Our experienced consultants can help you develop strategies and implement practices that promote a diverse and inclusive workplace. Contact us today and let’s explore the difference that prioritising diversity and inclusion could make in your business.