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Workplace Diversity: what’s in it for all of us? Chris Humphreys A/g Commissioner

Explore the business case for workplace diversity and inclusion, uncovering the advantages it offers for employees and organizations. Learn about unconscious bias, best practices, and steps to foster inclusion. Discover how diversity can lead to innovation, broader market reach, and robust decision-making. Find out how the Victorian Equal Opportunity and Human Rights Commission can support your organization in embracing diversity effectively.

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Workplace Diversity: what’s in it for all of us? Chris Humphreys A/g Commissioner

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  1. Workplace Diversity: what’s in it for all of us? Chris Humphreys A/g Commissioner Victorian Equal Opportunity and Human Rights Commission

  2. Our research

  3. People Born Overseas, Melbourne 2011 Greater Dandenong

  4. Expand markets & client bases Broader knowledge base More robust decisions Genuine innovation Well, now we’ve got diversity. So why haven’t we got all these benefits yet? The business case forDiversity 4

  5. “Diversity” vs “Inclusion” Diversity visible differences invisible differences Inclusion an active, ongoing process, that results in… shared perceptions of respect, belonging, confidence and inspiration 5

  6. About the ‘soup’ research • Three major Australian workplaces • 1550 employees • Used an analysis of ‘hard’ data (e.g. performance assessments, absenteeism) • Key finding: it’s not diversity but inclusion of diversity that has the biggest business benefit.

  7. Inclusion and performance

  8. Steps to inclusion • Feeling confident and safe to speak up • Being inspired to do ‘my best work’ • Having my unique value known and appreciated • Belonging to the group • What can we do to create these feelings? 8

  9. What is unconscious bias? Personal unconscious bias “…creates hundreds of seemingly irrational circumstances every day…people make choices that seem to make no sense and are driven by overt prejudice, even when they are not.” Organisational unconscious bias “…perpetuates the status quo and keeps old patterns, values and behavioural norms …. in the past.” Diversity Best Practices 2008 www.diversitybestpractices.com 9

  10. Exclusion in recruitment • Chinese named applications submit 68% more • Middle Eastern - submit 64 % more • Indigenous - submit 35% more • Italian named must submit 12 per cent more applications (except in Melbourne, 7 % less!) (ANU, 2010)

  11. Local Government and the Charter

  12. How the Commission can assist • Services we provide • Enquiry line 1300292153 • RightSmart Employer Toolkits • Training and consultancy • Dispute resolution service for complaints • Information on our website: humanrightscommission.vic.gov.au

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