DIVERSITY RESOURCES

Diverse and inclusive workplaces are more productive, they make better decisions, perform better financially, and they attract and retain talent, customers and suppliers.

Gender diversity is the starting point. Organisations that don’t work for the majority of the Australian population will never work for minority groups. However gender equality alone is by no means the end goal. Organisations will leverage the benefits of diversity when their workforces, including their leadership, reflect the diversity of the Australian population.

Your diversity agenda must start with understanding the diversity challenge in your organisation. This includes knowing your numbers, listening deeply to the experiences of staff in your organisation, and learning from experts in the field. It is also important that leaders in your organisation champion diversity to ensure it is an organisational priority and this is communicated throughout the organisation.

The Property Male Champions of Change from part of the growing community of Male Champions of Change with over 180 members across 11 groups in Australia presenting around 6% of the workforce, and groups starting internationally too. The Property Male Champions of Change commenced with ‘listening and learning’ to the experience of men and women in their organisations through over 48 focus groups across 18 organisations involving over 500 people. From these insights the Property Male Champions of Change formed five Action Groups to lead tangible action to drive gender equality through their organisations.

 

In 2016, with support from EY, the Property Male Champions of Change conducted milestone research on the barriers to women entering and thriving in the property industry.  In 2018, the Property Male Champions of Change are conducting a pulse survey to look at the progress made since the 2016 report.

The 2016 Grow the Talent Pool research found that men and women are equally motivated to work in property for the career opportunities available and their passion for the industry. But the boys’ club mentality and the lack of diversity in senior leadership positions are significant barriers to women entering the property industry.

The research also found that although women make up more than half (52%) of non-leadership roles in the property industry, they only hold 28% of its leadership positions. While women and men have very similar ambitions to progress to leadership positions, women believe they have less chance of achieving their goal. The boys’ club mentality, pay inequality and the lack of diversity in
senior leadership positions are key barriers to success for women in the property industry. 

 

Yes. Driving diversity in an organisation requires the same leadership approaches that are applied to any significant organisation priority - review baseline metrics, agree on targets, develop action plans to achieve them, measure and correct. Baseline metrics allow us to measure progress and review and revise the effectiveness of the strategies we have put in place. Targets crystalise intent and ensure diversity is a priority.

Adopting a flexible approach to work attracts and retains talent in a diverse workforce. Increasingly, employees are looking for workplaces that embrace flexibility. Flexible workplaces have higher employee engagement scores and report higher levels of productivity. Increasingly, organisations are adopting an ‘all roles flex’ or ‘flex by default’ approach – mainstreaming flexibility across all roles.

4.1 million employees in Australia have unpaid caring responsibilities and 89% of parents with children work. Supporting carers and parental leavers is crucial to realising the full potential of the workforce and of the Australian labour market. Workplaces that support carers and parental leavers can reduce business costs related to recruitment, retraining and restructures, widen the talent pool, increase organisational productivity and performance and improve organisational reputation.

The Australian Human Rights Commission has identified four steps to successfully supporting carers and parental leavers in the workplace:

1. Establish strong foundations
2. Support pregnant employees and employees planning to take parental leave
3. Value employees on parental leave
4. Enable a successful return to work and support for working parents

The following link provides important tools for employers to understand their legal obligations and best practice.

1 Establish strong foundations


2 Support pregnant employees and employees planning to take parental leave


3 Value employees on parental leave
Enable a successful return to work and support for working.

Domestic and family violence is prevalent throughout the Australian community. The ABS states that ‘1 in 3 women have experienced physical and/or sexual violence perpetrated by someone known to them’. Domestic and family violence has a cost – on women experiencing violence and on the workplace. KPMG estimates that domestic and family violence will cost Australian businesses $609 million annually by 2021.

Workplaces can make a difference. They can provide support to employees experiencing violence, provide them with crucial economic independence and ensure perpetrators do not use work resources to carry out their abuse.