Jeromine Alpe, Author at Corporate Diversity Pathways

February 18, 2025March 12, 2025

Good Governance: The Foundation for Inclusive Workplaces and High-Performing Teams

Women from various backgrounds engaged in discussion in an office, highlighting diversity in corporate governance efforts

Good governance is the key to sustainable impact and the foundation of an organisation’s long-term success, driving performance as much as workplace inclusivity.

Without the right structures in place, businesses risk inefficiencies, reputational damage, and missed opportunities to nurture equitable and high-performing workforces.

By integrating best-practice governance, companies can create environments that support ethical leadership, transparency, and accountability.

Written by: Jeromine Alpe

As the CEO of Corporate Diversity Pathways (CDP), Jeromine brings over 25 years of experience and a steadfast commitment to advancing diversity, equity, and inclusion (DEI). Her pioneering work in the DEI field ensures that organisations benefit from expertly guided strategies to build inclusive workplaces where every individual can thrive.

How Strong Governance Impacts Inclusion

Many organisations overlook the role of governance in shaping workplace culture and ensuring inclusive leadership. Strong governance drives:

Ethical leadership as boards and executives set the tone for workplace expectations, ensuring inclusive decision-making at all levels.
Ensures compliance and risk management with a proactive approach to evolving workplace regulations such as psychosocial safety and anti-discrimination laws.
Strengthens employee trust and engagement with clear structures that support fairness in hiring, promotions, and workplace policies.
Supports long-term business growth through transparent and accountable leadership that can help an organisation navigate change, future-proof retention of top talent, and manage internal succession planning.

5 Steps to a Strong Governance Framework

Establish clear policies and well-defined frameworks with inbuilt regular review processes.
Embed DEI as a priority for boards by demonstrating unbiased decision-making and embedding DEI as a core value. The way the board role-models, collaborates, and treats each other and the broader business community sends signals to the entire organisation.
Provide leadership development and executive coaching that equips leaders with the skills to drive ethical and inclusive governance.
Regularly assess and improve governance structures by evaluating the board’s effectiveness and ensuring alignment with business goals.
Encourage open communication and a culture of accountability through intentional action, constant feedback, transparency in reporting and a commitment to continuous improvement.

Ready to build a stronger, more inclusive workplace?
We have answers.

Strong governance is the foundation for creating high-performing teams and achieving a culture of transparency, fairness, and ethical leadership. Take action today by aligning your governance structures with DEI values to invest in long-term business growth.

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The Path Forward

The Corporate Diversity Pathways multidisciplinary team works with organisations across all industries to ensure governance structures are aligned with people-centric strategic goals, regulatory requirements and DEI values.

Organisations that get governance right set themselves up for long-term impact, not just in management and compliance but in building workplaces that attract, retain, and empower a diverse workforce.

Contact Corporate Diversity Pathways for help designing your organisation’s governance structure to support impact and inclusion.

Ready to build an exceptional team?

We help create greater futures and foster inclusive workplaces through holistic training and development programs.

Whether you are looking to strengthen your organisation’s commitment to DEI and workplace wellbeing, attract outstanding talent or explore new career pathways, call us today at +61 404 888 335 or email us at hello@corporatediversitypathways.com.

February 18, 2025March 12, 2025

Debunking Myths: Why Organisational Culture Matters and How to Get It Right

Office team members gathered around a desktop computer, working together on a task.

Organisational culture is more than a buzzword; it’s a critical factor in employee satisfaction, productivity levels, and the success of modern Australian workplaces.

Misconceptions about what constitutes workplace culture and how it benefits an organisation can be costly. In this article, Corporate Diversity Pathways Founder and CEO Jeromine Alpe delves into five common myths surrounding organisational culture. Leveraging her previous experience as a Director of People & Culture, Jeromine demystifies workplace culture and shares strategies for cultivating a thriving, inclusive workplace environment.

Written by: Jeromine Alpe

Myth 1: Culture Happens Organically

“Don’t fall into the all too familiar trap of believing culture is the by-product of hiring great people,” says Jeromine. “Letting your team collaborate naturally is a great start, but culture requires deliberate design.”

Unconscious bias is a significant barrier at the heart of decision-making that shapes opportunities and outcomes. Without intentional, unbiased leadership, “natural” culture can exclude certain groups, create a breeding ground for unhealthy competition, or unwittingly sustain outdated practices.

The Solution:

To address unconscious bias, organisations must get clear on their values and commit to increasing awareness by educating employees and leaders to understand its impact and encourage aligned behaviours. Leaders are then better equipped to intentionally cultivate and role model an inclusive culture that promotes fairness and equal opportunities while actively shaping the company culture to avoid exclusion and unhealthy competition. Reinforce a positive culture through workplace policies, processes, and systems to minimise bias in decision-making processes. Finally, establishing accountability measures and a safe, trusted space for continuous feedback ensures ongoing progress and a sustained commitment to reducing bias and fostering inclusivity.

Myth 2: Psychological Safety is Achieved through Perks and Benefits

The approved Work Health and Safety (Managing Psychosocial Hazards at Work) Code of Practice 2024 imposes a proactive duty on directors to exercise due diligence to ensure that organisations identify, manage, eliminate or mitigate psychosocial hazards & risk to psychological health at work.

Psychological safety goes beyond surface level perks such as free lunches or offering a casual office environment, to create an environment where employees feel safe to speak up, share ideas, take risks, and make mistakes without fear of ridicule or retribution. Psychological safety requires cultivating a supportive culture which prioritises mental and emotional security, but is not defined by an organisation’s culture.

The Solution:

Jane Burns, Principal Workplace Wellbeing and Enterprise Professor at CDP highlights that when psychological safety is fostered in the workplace, employees are healthier and more productive. Jane emphasises the essential role of leaders in cultivating this safety and how technology can support the development of a psychologically safe environment. Furthermore, Professor Burns advocates for open conversations around mental health, stressing the significant impact of organisational culture and leadership in supporting mental well-being.

Making programs visible to your organisation’s workforce through comprehensive communications, sends a resounding message about the positive management of organisational culture.

Myth 3: Organisational Culture is Static

An established culture is not a constant culture. Culture evolves as an organisation grows, diversifies, and faces new challenges. Stagnant cultures that fail to adapt will fall short of meeting employee expectations and changing market conditions.

The Solution:

Organisational culture requires a growth mindset and strong policies linked to targeted initiatives. These guidelines are key drivers of change, with organisations like HealthShare NSW’s Gender Equality Action Plan (GEAP) committing the organisation to promoting a more inclusive and equitable workplace within the healthcare sector.

Ready to transform your organisational culture?

Don’t let common myths hold your organisation back. By embracing intentional strategies for inclusivity, psychological safety, and continuous growth, you can create a thriving, high-performing workplace.

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Myth 4: DEI Is Not Essential for Business Success or Employee Satisfaction

DEI is sometimes seen as requiring separate and highly visible employee programs. Instead, DEI should become a natural, intrinsic part of organisational culture, embedded in an organisation’s values and the way people at work collaborate and treat each other, leading to a more inclusive, respectful, productive workplace.

The Solution:

Integrating DEI into the organisation’s core values and everyday practices, make it a natural and invisible yet highly valuable element of workplace culture. This can be achieved by leaders consistently role-modelling DEI-led values, embedding inclusive behaviours and decision-making into daily operations, leadership practices, and employee interactions.

Integrate inclusion initiatives as measurable, actionable priorities starting with a simple diversity audit to establish accountability mechanisms and begin to track progress. Employee resource groups and inclusive benefits such as flexible leave policies are also practical ways to embed inclusion into everyday operations.

Myth 5: Leaders Know Best When It Comes to Culture

A study by McKinsey & Company discovered a severe ‘purpose gap’ between upper management and frontline workers. With 85% of executives believing they were living their purpose at work, and an equal 85% of front line managers and employees answering they were unsure or disagreed that they were living their purpose in day-to-day work. This disparity underscores the need for a more inclusive approach to defining culture.

Assuming senior executives have the clearest perspective on alignment of work and personal satisfaction, a key element in cultivating a positive and purposeful culture, can create huge misalignment across an organisation.

When frontline workers contribute to engagement efforts, they help shape the culture to align more closely with their daily experiences, and as Gallup research highlights, companies with high employee engagement experience 18% more productivity and 23% more profitability than those with low engagement.

The Solution:

Actively involve frontline employees by creating open channels for two-way communication and anonymous feedback platforms that ensure diverse voices inform leadership decisions. Demonstrate the value of their perspectives by incorporating their insights into decision-making initiatives. A culture of safety and trust is built when employees feel their input directly influences organisational priorities. Creating open channels for two way communication ensures the gap between management and frontline experiences of a workplace culture is narrowed and decisions are informed by diverse voices.

Why Busting These Myths is Crucial

Busting misconceptions about organisational culture is crucial to moving beyond just creating “nice places to work” and becoming serious about building resilient, innovative teams.

Organisational culture is an ongoing journey that requires intentional action, constant feedback, and a commitment to continuous improvement. Adapting to change while authentically embracing diversity, equity, and inclusion ensures that an organisation attracts, retains, and supports a skilled and diverse workforce.

Ready to build an exceptional team?

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February 3, 2025March 7, 2025

2025 DEI Workplace Trends: The Future of Australian Workplaces

black and white photo of Exterior of Sydney Opera House in late evening

As Australian workplaces continue to evolve, shaped by emerging technologies, shifting employee expectations, and broader social changes, we’re seeing DEI workplace trends that present new challenges and new opportunities. By anticipating these shifts, businesses can adapt and thrive; we’ve covered the top five trends expected in 2025.

Written by: Jeromine Alpe

1. The Rise of AI-Driven Workplaces

AI is rapidly transforming how we work, automating tasks and streamlining operations and decision-making. The increased reliance on AI necessitates employee upskilling so that people can work effectively alongside these technologies.

Leaders who prioritise investment in comprehensive training programs facilitated by experts in mental fitness and resilience will be prepared for the change and the opportunities it brings. Focusing on inclusive upskilling will also ensure equitable access to opportunities for all employees, preventing the deepening of existing inequalities in this AI-driven era.

2. Strategic Succession Planning

As workforce demographics shift, succession planning will take centre stage in 2025. The focus will move beyond identifying future leaders to building a talent pipeline reflecting workforce diversity.

Actionable steps organisations must take include embedding DEI principles into succession planning to ensure fair representation across all leadership levels. This includes mentoring underrepresented employees, addressing unconscious bias in promotion pathways, and creating transparent and inclusive career progression frameworks.

3. The Purpose-Driven Workforce

Purpose is no longer a buzzword – in 2025, it’s non-negotiable. People fully expect to align their daily lives with organisational values and the chance to make a much broader social impact. This shift requires a strategic rethink of workplace culture.

Organisations can respond by clearly articulating their values and demonstrating accountability. Transparent DEI initiatives and accessible workplace wellbeing programs are great first steps towards authentically showcasing purpose in action.

Do You Have Questions About 2025 DEI Workplace Trends?
We Have Answers!

At Corporate Diversity Pathways, we know that keeping up with the latest DEI (Diversity, Equity, and Inclusion) trends can be tough. Whether you’ve got questions about gender diversity, inclusive leadership, or creating an equitable workplace in 2025, our team of experts is here to help. Don’t hesitate to reach out—ask us your questions today, and let’s work together to build a more inclusive future!

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4. Workplace Wellbeing That Goes Beyond Mental Health

Workplace wellbeing is evolving into a more holistic concept encompassing mental fitness, physical health, financial wellness and more. In 2025, people expect their workplaces to actively support their overall wellbeing, a core element of the employee experience.

At Corporate Diversity Pathways, we see firsthand that workplace wellbeing is deeply connected to the effectiveness of DEI initiatives. Inclusive environments promote psychological safety, reduce burnout, and improve morale. Leaders have the opportunity to prioritise holistic programs that integrate wellness and inclusion while boosting performance and retention.

5. Leadership Reimagined

The traditional hierarchical leadership model is being replaced with adaptive, collaborative approaches. Leaders must act as mentors, facilitators, and champions of change, guiding their teams through the complexities of a rapidly evolving workplace.

Best-in-class leadership development programs prioritise emotional intelligence, cultural competency, and inclusive practices to build future-ready leaders. Equipping employees with these skills strengthens workplace culture and ensures organisations are prepared to navigate change effectively.

The Path Forward: Staying Ahead of the Curve

2025’s workplace trends call for organisations to be agile, inclusive, and purpose-driven. By embedding DEI into every aspect of the workplace, from succession planning to wellbeing programs, businesses can future-proof talent strategies and create environments where individuals thrive.

Contact us today to learn how we can partner with you to design people and performance strategies to support workplace culture and ensure your organisation thrives in 2025 and beyond. CDP consultants have earned PhDs in their respective fields, bringing expert-level knowledge and qualifications for programs led by dedicated specialists.

Ready to create a workplace where everyone thrives?

Our evidence-based solutions are designed to transform your company culture, enhance team collaboration, and drive sustainable success.

Take the first step towards a more inclusive future. Connect with us today! Call us at +61 404 888 335 or email us at hello@corporatediversitypathways.com to get your questions answered and start making a difference in your organisation!

December 3, 2024March 7, 2025

3 Key Insights for Supporting Women in Leadership

A diverse group of individuals, including women in leadership, collaborates around a table filled with papers and documents.

Read on for a clearer understanding of women’s challenges in advancing to leadership roles and the evidence-based strategies Corporate Diversity Pathways is implementing to drive progress in closing the gender gap.

Written by: Jeromine Alpe

Gender diversity in the workplace has proven benefits, from improved decision-making to increased innovation and better profit margins. However, if women in leadership continue to be underrepresented, companies need help building balanced, inclusive teams to drive impact.

McKinsey has released Women in the Workplace 2024: The 10th Anniversary Report in partnership with LeanIn.Org.

The findings represent women’s “notable gains” and how their work experiences are “in many ways the same or worse than ten years ago.”

Here are essential insights from this research that inform the Corporate Diversity Pathways approach to supporting women in leadership.

1. Establish Clear Pathways for Advancement

Inclusive Pathways

One challenge in creating a pipeline of women in leadership roles is a need for more well-defined pathways. Organisations should create a structure with actionable, inclusive pathways, access to networking opportunities, and positioning for visible, growth-oriented roles through mentorship and sponsorship.

Begin by assessing existing talent pipelines and using the findings to pinpoint potential barriers to advancement for women. Based on your organisation’s data, you can create opportunities for well-supported leadership pathways with evidence-based talent solutions. These pathways support the women on your teams in pursuing leadership roles, benefiting them as individuals and the business as a whole.

Promotion Equity

Women are typically promoted at lower rates than men in parallel roles, leading to gender imbalances in leadership. Addressing this requires reviewing promotion criteria that create biases and barriers. A fair and transparent promotion framework allows women to gain and maintain an equal footing in climbing the career ladder.

Mentorship and Sponsorship

Structured mentorship and sponsorship programs are vital in advancing women in leadership. Sponsorship by senior leaders gives women greater visibility and opportunities, while mentorship provides valuable guidance and support. Companies that create space and resources for these relationships also show potential candidates their commitment to nurturing female talent and creating supportive career pathways.

Do You Have Questions About Improving Gender Diversity in Your Workplace? We Have Answers!

At Corporate Diversity Pathways, we understand that fostering gender diversity in the workplace can be challenging. Whether you’re seeking strategies to enhance recruitment, promote inclusive leadership, or create an equitable work environment, our team of experts is here to help. Don’t hesitate to reach out—ask your questions today, and let’s work together to create a more inclusive future!

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2. Promote Flexible, Inclusive Workplace Policies

Flexibility is essential for building an inclusive work environment. It allows women to thrive in leadership positions, as they are often faced with disproportionate caregiving responsibilities. This also makes supportive, family-friendly policies crucial, so companies prioritising flexible work arrangements, parental leave, and childcare support are better positioned to attract and retain women in leadership roles.

3. Address Unconscious Bias and Embed Allyship

Address Unconscious Bias

Women in leadership can encounter bias, unconscious stereotypes, and the perception of being either too assertive or not assertive enough, all of which can inhibit a woman’s professional growth. Addressing these biases is crucial, and companies can mitigate these challenges by beginning with a culture of allyship and awareness.

Embed Allyship

For this to be effective, every level of an organisation needs to commit to an inclusive workplace culture. Targeted DEI training, coaching, and leadership development programs are evidence-based tools for embedding allyship in the workplace. These programs can help women identify biases, champion their individual talents, and build strong, supportive teams.

Implement Equitable Pay Practices

Pay transparency is crucial for a comprehensive workplace DEI strategy. Regular pay audits and adjustments for imbalances also promote a culture of fairness. These practices support retention and clearly show that leadership roles are financially equitable.

Tackle Workplace Microaggressions

Microaggressions create a hostile work environment that can disproportionately affect minority and marginalised communities, including women and especially those from diverse backgrounds. An excellent place to start is to communicate that clear channels have been established for reporting inappropriate behaviours. Educating staff on inclusive practices also helps to reduce these incidents, and both are important, as creating a supportive culture is key to ensuring women feel respected, valued, and empowered to reach leadership positions.

How Corporate Diversity Pathways Supports Women in Leadership

Need help to address gender equality in your workplace? Corporate Diversity Pathways understands the value of gender diversity at the executive level and the importance of developing inclusive leadership pipelines. With a tailored approach to search and selection, talent development, and workplace inclusion strategies, we’re working with organisations across Australia to build a business case for promoting gender equality in your workplace and creating environments that help your organisation drive innovation.

Contact us today to learn how we can help you implement these recommendations and ensure your workplace sets realistic targets to improve gender diversity and increase the number of women in leadership.

Ready to build an exceptional team?

We help create greater futures and foster inclusive workplaces through holistic training and development programs.

November 13, 2024March 7, 2025

Unconscious Bias in Recruitment Explained

The Impact of Unconscious Bias on Recruitment & Selection and Workplace Culture

Read on to learn more about how a person’s implicit biases can influence their perceptions and decisions. Studies in organisational behaviour indicate that biases held by leaders and hiring managers play a crucial role in shaping recruitment practices, often before the hiring process begins.

Written by: Jeromine Alpe

The Impact of Unconscious Bias on Recruitment & Selection and Workplace Culture

The impact of unconscious bias begins early in the recruitment and selection process. Gendered language or terminology in job descriptions can alienate candidates. Terms like “aggressive” or “competitive” can deter highly qualified candidates with diverse lived experiences. Unconscious bias can also determine which networks are explored and who makes it onto shortlists. If organisations rely on ‘traditional networks,’ diverse talent pools may receive limited visibility of new roles and opportunities. This also results in reaching a homogenous candidate pool and fuels ongoing organisational leadership imbalances.

Stereotyping during the selection phase can cause leaders and hiring managers to favour some profiles, subconsciously gravitating toward candidates who remind them of themselves or fit into preconceived notions of what a team member should look like. This is often referred to as ‘affinity bias’ and occurs when subjective interpretations influence objective criteria. This further skews the selection process and leads to a need for more diversity in the final candidate shortlist.

Ultimately, these factors can limit diversity at all levels, negatively impacting strategies for creating an inclusive workplace culture.

The effects of unconscious bias can also impact promotions, damaging the perception of fairness and equality. Staff who see a need for more diversity in leadership are more likely to feel disengaged, which reduces opportunities for leadership development and succession planning.

Employees from diverse backgrounds can face additional barriers to advancement due to biased perceptions of their performance or potential. This can create a sense of exclusion among diverse employees, who may feel their contributions aren’t valued as much as their peers. These feelings of disenfranchisement impact morale and can affect talent retention strategies as these employees seek better opportunities elsewhere.

Unconscious Bias and your Employer Brand

A lack of diverse leadership is the hallmark of a company that doesn’t prioritise diversity. This perception can drive diverse candidates to more inclusive competitors, shrinking an already tight talent pool and leaving companies struggling to compete for top-tier talent.

Candidates often assess a company’s commitment to diversity by looking closely at boards and leadership teams. A lack of diversity can lead both current and prospective employees to question whether the company truly values diversity, equity, inclusion, and belonging.

Companies that fail to address bias risk damaging their brand reputation, which can have long-term consequences on their ability to compete for the best talent, especially as the global workforce becomes increasingly diverse. Addressing bias isn’t just an internal matter—it’s vital for standout employer branding that authentically portrays an inclusive workplace culture.

Do you have questions about improving gender diversity in your workplace? We have answers!

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How Corporate Diversity Pathways can Support Inclusive Recruitment and Selection Strategies

Corporate Diversity Pathways (CDP) offers workplace diversity consulting, focusing on data-driven practices to help your organisation create more inclusive recruitment capabilities and enhance diverse leadership teams. With over 20 years of deep expertise, we are uniquely positioned to help organisations reimagine recruitment and selection processes that mitigate unconscious bias and align with executive search best practices.

We train and develop leaders to recognise and mitigate unconscious bias at every stage of the recruitment and selection process;
We support the development of unbiased executive search strategies designed to attract diverse talent;

We help develop and implement inclusive onboarding processes;
We help create a culture of inclusion across the entire organisation by implementing data-driven recruitment methods that reduce the risk of bias;
We provide valuable insights into how unconscious bias impacts employer branding both internally and externally;
We develop talent retention strategies that prioritise inclusivity to attract and retain diverse talent;
We empower organisations to build sustainable, diverse leadership teams that reflect the values of today’s global workforce.

Contact us today to take the first step towards strengthening your employer brand, ensuring access to the broadest talent pool, attracting top talent, and improving talent retention by creating sustainable leadership development pathways.

Alternatively, you can connect with Corporate Diversity Pathways Head of Customer Experience Laurel Cook on LinkedIn.

Ready to build an exceptional team?

We help create greater futures and foster inclusive workplaces through holistic training and development programs.

October 9, 2024November 13, 2024

World Mental Health Day – How big is the problem at work?

This month the global spotlight is on mental health with World Mental Health Day on October 10.

2 in 5 Australians report they have left their job due to a poor work environment and in the next ten years 33% of all claims will be mental injury claims.

Research shows us that one in five Australians live with depression, anxiety, or substance use disorder. Almost half of all Australians will experience a mental health condition in their lifetime. Despite its high prevalence almost 60% of employees have not spoken to anyone at work about their mental health status.

Left untreated, or not supported, poor mental health takes a massive toll on the workplace. In 2020 the Productivity Commission reported that the cost of an unhealthy workplace was $39 billion per year and that sick leave, and presenteeism, that is turning up to work but not actually being very present cost $17 billion per year. Incorporating small habits into your workday can make a huge difference in how you feel and perform.

At Corporate Diversity Pathways we have partnered with Dr Paula Robinson and APPLI-ED as we believe that every day we should prioritise to help develop evidence-based exercises and habits that are sustainable, not just for work but in life.

Ready to create a workplace where everyone thrives?

Our evidence-based solutions are designed to transform your company culture, enhance team collaboration, and drive sustainable success.

Take the first step towards a more inclusive future. Connect with us today!

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October 4, 2024February 13, 2025

Candidate Care Strategy: Crafting Inclusive, Person-Centred Job Ads

a diverse team Thinking Behind Candidate Care

A candidate care strategy ensures a positive, respectful, and transparent experience for candidates throughout the recruitment process. It can and should cover every interaction a candidate has with your organisation, from the moment they read the job ad to their final interaction regardless of the hiring outcome.

The Thinking Behind Candidate Care

A well-cared-for candidate is more inclined to speak positively about their experience with your organisation as an ‘employer of choice’. Talented candidates are actively seeking out organisations that prioritise the quality of the candidate’s recruitment experience. This is especially true of applicants from underrepresented groups. For those hiring, the opportunity to prioritise candidate care helps reduce challenges of building a richly diverse and competitive talent pool.

Integral elements of a sound candidate care strategy include a streamlined application experience and effective and timely communication. In this series we will discuss all elements of a comprehensive Candidate Care strategy, beginning with the first step: crafting a well-thought-out, truly inclusive job ad that speaks to the individual.

Crafting Person-Centred Job Ads

Effective candidate care starts with the very first touchpoint in the recruitment process: the job advertisement. How a company crafts, presents, and communicates job opportunities sets the tone for the candidate experience throughout the recruitment experience. It can be as simple as reducing anxiety with the right amount of information, to avoid triggers with careful handling of potentially sensitive topics within the job ad.

Job ads are how potential candidates are invited to engage with organisations and they send a strong message about the company’s commitment to equity and respect.

Writing a person-centred job ad means communicating that candidates are valued as real people, not just resources to be managed. If you’re an HR professional this begins with shifting the focus from what you want to showcase, to what the candidate needs to know and wants to learn about your organisation and the opportunity. It means using inclusive language, and very clearly setting out what the candidate can expect from the recruitment process as well as from the role being advertised.

Use Inclusive Language

No gendered terms;
No jargon or references that might alienate people;
Be authentic in welcoming candidates from all backgrounds.

Rethink Skill Requirements

Focus on the core skills required to perform well in the role;
Explain how candidates will actually impact the company and why the role is important;
Where possible, avoid restrictive requirements (such as insisting on years of experience or specific degrees) that might discourage people from applying;
Emphasise that you’re looking for potential and passion, not just ticking boxes.

Be Transparent and Specific

Build trust by providing clear information on the steps of the recruitment process, role responsibilities and management dynamic;
Include details of benefits and work-life balance policies.

Use Keywords To Authentically Communicate Company Values and Culture

Share your organisation’s values, mission, and DEI initiatives;
Summarise how your company supports equal opportunity employment, employee wellbeing and professional development.

Write For The Individual

Address candidates directly by writing with a friendly, approachable tone that makes the candidate feel as though they’re part of the conversation;
Set the scene so they can visualise themselves in the role.

Should Salary Be Included On A Job Ad?

The short answer is yes.

The longer answer is that if the goal of your candidate care strategy is to provide candidates with everything they need to make informed decisions at every step of a streamlined application process, salary transparency is non-negotiable. It’s a move that demonstrates transparency, fairness, and respect for the candidate’s time and expectations and shows that the company values openness and is not trying to withhold critical information until later in the process.

Transparency about pay also signals to candidates that your organisation has a fair and structured compensation system, a key component of a strong employer brand grounded in a contemporary diversity, equity and inclusion (DEI) strategy.

Women and minority candidates often face systemic pay gaps and are less likely to negotiate salaries. A salary band helps level the playing field and ensures fair compensation while helping to reduces pay inequity and mitigates pay disparities based on gender, race, or other biases.

Offering upfront salary information impacts candidate care by not frustrating candidates with lengthy recruitment processes only to be disappointed by the offer. It also creates an environment where all candidates, regardless of their background, feel confident they will be paid fairly and equally for their work.

A Checklist Of Key Components For An Inclusive, Accessible Job Ad

Hosting on a platform that can convert text to speech;
A gender-neutral job title;
A salary band;
Location and address of place of work;
Clear flexible workplace opportunities outlining work from home and on-site requirements;
An introduction to your organisation’s mission, vision and values;
Images with image descriptions;
Video, if possible, with closed captions;
A listing of relevant soft skills;
A timeline of the recruitment process;
A commitment to circle back in a timely manner;
A DEI statement welcoming applications from mature age people and people from diverse backgrounds;
Encouragement for First Nations and Torres Strait Islander applicants;
A statement on your organisation’s commitment to equal opportunity employment (EOO);
An invitation for people of all abilities to apply with language that makes it clear this is more than a token statement and an offer to make adjustments throughout the recruitment process for any candidates who may need it.

If the goal is to craft a person-centred job that makes a statement about being committed to prioritising inclusion and candidate care, consider the impact of elevating these last three points from their typical placement at the end of a job ad to feature at the opening.

Furthermore, suppose your interest in candidate care extends beyond crafting inclusive job ads to developing a comprehensive and cohesive candidate care strategy. In that case, Corporate Diversity Pathways can support your hiring team with customised solutions for strategic DEI-led initiatives and executive search to create a more inclusive, effective, and responsive recruitment process.

Ready to build an exceptional team?

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October 4, 2024November 13, 2024

Shaping Tomorrow’s Leadership: How Important is Board Diversity?

Diverse Group in a meeting room discussing diversity on boards

In 2024, organisations embracing board diversity in the race for gender equality lived experience, ability, and expertise are better positioned to innovate and thrive in global markets. While many recognise the importance, effective implementation can be a challenge.

The Case for Diversity on Boards

An organisation’s performance is determined from the top down, meaning a truly diverse board can impact the profitability, strategy, productivity and effectiveness of the entire business. Companies with diverse leadership can far outperform their less diverse peers and competitors.

Profitability

Research overwhelmingly supports the idea that companies with diverse boards are more profitable. According to a 2023 McKinsey study, companies with gender-diverse boards are 27% more likely to have better financial outcomes, while those with ethnically diverse boards have a 13% greater chance of outpacing competitors. Board diversity empowers companies to create more resilient strategies. This is because diverse boards bring a wider range of perspectives and insights, allowing companies to understand better and cater to diverse markets.

Diverse boards also reduce the risks of groupthink, where homogenous teams may fail to challenge each other’s assumptions. This leads to more strategic decision-making, directly affecting the company’s bottom line, and improving a company’s reputation with investors, employees, and consumers, which results in higher stock prices and better market performance.

Innovation

Beyond profitability, workplace diversity, equity, and inclusion on boards contributes to innovation, with different perspectives bringing fresh ideas, and more advanced problem-solving. Look closely at companies already on the map for championing board diversity and you’ll see a direct correlation between board diversity and innovation.

Mastercard

Mastercard has consistently promoted diversity at the board level, with its directors representing a range of genders, ethnicities, and experiences. This diversity has played a role in the company’s innovative push towards digital transformation and financial inclusion with initiatives such as Digital Doors, which helps minority-owned small businesses go digital and stay competitive. Mastercard’s ability to innovate and serve its diverse global customer base in this way is a reflection of the diversity of its leadership and their remit to bring inclusive ideas to market.

Johnson & Johnson

The Kenvue board (formerly Johnson & Johnson) comprises individuals from diverse racial, ethnic, and gender backgrounds and thus directly contributes to their innovation in healthcare. They’re currently at the forefront of creating culturally tailored healthcare products and campaigns in women’s health and skincare, for example with their Neutrogena brand offering products designed for different skin tones and types, reflecting a commitment to inclusivity that stems from leadership-level diversity. Here, board diversity helps the company tap into new markets and create products that meet the needs of a wide range of consumers.

Brand Perception

A diverse board can significantly enhance both brand perception and employer branding, particularly as organisations are increasingly evaluated on their commitment to diversity, equity, and inclusion (DEI) by Millennials shaping the workforce. The result is an organisation that’s more appealing to customers, employees, and investors in workplaces across all industries and levels of governance.

Unilever

As recurring themes of sustainability, corporate accountability, inclusivity, and equality continue to dominate the headlines, customers are prone to align with brands that reflect their values. When Unilever committed to board diversity, the move to improve internal governance reinforced the company’s brand image as an advocate for sustainability and social responsibility.

Citigroup

Citi has also consistently shown a commitment to diversity, with over 50% of its directors coming from underrepresented groups, including women and people of colour, reflecting Citi’s global customer base and strengthening its image as a forward-thinking, inclusive financial institution breaking down barriers in the traditionally male-dominated banking industry.

Salesforce

In 2023, the Salesforce board of 13 included six women and three people of colour. This diverse make-up plays a key role in Salesforce’s brand as an innovator and a leader in social justice. By showcasing its commitment to diversity at the highest levels, Salesforce has positioned itself as a progressive company in the tech sector and the company’s dedication to DEI continues to bolster its employer brand, attracting top talent who are drawn to its inclusive and purpose-driven culture.

Best Practices for Achieving Board Diversity

Creating a diverse board isn’t just about filling quotas. Tokenism – appointing individuals simply for the appearance of diversity – can be a damaging practice, undermining the integrity of a board and leading to poor governance outcomes. Instead, boards should focus on genuine talent acquisition with a holistic approach to achieving board diversity. This should include a recruitment strategy developed with tools such as board skills matrices and board assessments.

At Corporate Diversity Pathways, we support organisations to create tailored leadership development strategies. To get the maximum benefit, we recommend a combined approach commencing with a Hogan certified Board Assessment to identify the essential characteristics required for board effectiveness. The assessment provides boards with the opportunity to gather feedback from each other about thegroup’s performance, culture, and oversight including identifying gaps in expertise, gender representation, and broader DEI metrics. This is complimented by a Board Skills Matrix to map current and future skills, experience, and perspectives required for effective governance and resilience. This approach ensures that all appointments are made based on a deep understanding of the board’s strengths and opportunities across people, culture and oversight.

Transformative DEI Consulting Services

Our transformative DEI consulting services are driving real change as the organisation’s we partner with approach diversity on their boards with strategies grounded in science and data. We focus on intersectional diversity and aim to recruit boards made up of people from diverse ethnicities, age groups, and socioeconomic backgrounds, while also ensuring gender balance.

As an organisation with world-class DEI consultancy expertise, we’ve witnessed firsthand that when diversity encompasses cognitive diversity – varying approaches to problem-solving, leadership styles, and perspectives shaped by personal and professional experiences – organisations can reap the benefits of aligning corporate ethics with the values of increasingly conscious consumers and candidates.

If your organisation is ready to take the next step toward board diversity we can support through structured recruitment processes, independent interviews and diversity on boards training for the nomination committee to tackle unconscious bias and prepare your organisation for future success.

Ready to create a workplace where everyone thrives?

Our evidence-based solutions are designed to transform your company culture, enhance team collaboration, and drive sustainable success.

Take the first step towards a more inclusive future. Connect with us today!

Or email us

October 4, 2024November 13, 2024

3 Essential Steps to Integrate Workplace Wellbeing Initiatives

A diverse group of individuals collaborates, focusing on integrating workplace wellbeing initiatives.

Your team’s commitment to health initiatives extends to workplace wellness and mental resilience, making these programs essential for employers who strive to remain competitive, adaptive, and resilient in today’s job market.

Before investing in the latest trending wellness initiatives, it’s crucial to have a sound strategy in place. As you develop your strategy, consider three key elements that have proven effective in shaping a successful workplace wellness journey.

1. Leverage Evidence-Based Strategies for Talent Acquisition and Retention Success

Effective workplace wellness initiatives must be grounded in data and research to ensure their success. At Corporate Diversity Pathways (CDP), we offer holistic, science-based solutions, which go far beyond quick fixes. Our strategic approach embeds wellness initiatives into the fabric of company culture, delivering long-term results that enhance employee well-being, boost retention, and foster organisational agility.

By leveraging data-driven insights, we create wellness programs that lead to sustained improvements in employee well-being and mental health. With a strong emphasis on cultivating inclusive workplace cultures, our evidence-based strategies help reduce absenteeism and enhance resilience during challenging times. These initiatives are designed to align seamlessly with DEI-led people, culture, and performance initiatives, ensuring that new and ongoing wellness programs support your organisation’s broader diversity and inclusion goals.

2: Integrate Wellbeing Initiatives with Talent Retention & Performance Insights

Wellness initiatives must thrive in collaboration (and align) with broader organisational goals such as talent acquisition, retention, and performance. When effectively implemented, workplace wellness programs foster a healthier environment that attracts and retains top talent, ultimately reducing turnover through increased employee engagement, lower turnover rates, and decreased recruitment costs.

At CDP, our approach to workplace wellness leverages data from existing processes to develop evidence-based talent acquisition and retention strategies. This data-driven methodology informs the design of customised wellness solutions tailored to your organisation’s needs. Whether we glean data from industry-specific wellness initiatives or insights through staff surveys identifying key pain points, we create programs that resonate with employees, making them feel heard, supported, valued, and empowered to thrive.

By nurturing a supportive environment, organisations can combat burnout and enhance loyalty, improving performance and agility.

3: Embed Wellbeing into Organisational Culture for Lasting Change

We firmly believe that each initiative must be woven into an organisation’s culture to ensure lasting impact. A sustainable wellness strategy integrates wellness within the broader context of DEI-led initiatives, recognising their deep interconnection in fostering a healthy, inclusive, and high-performing workplace. A workplace wellness strategy that isn’t aligned with a DEI framework risks inadvertently excluding certain groups, perpetuating inequity, and ultimately undermining overall well-being.

Marginalised groups often encounter additional stressors—such as microaggressions, bias, and lack of representation—that can adversely affect their mental and emotional health. A DEI-informed wellness strategy proactively addresses these challenges through initiatives like inclusive mental health support, equitable access to resources, and culturally sensitive wellness programs tailored to the diverse needs of employees.

By ensuring that wellness programs promote inclusion and equity, organisations can achieve better outcomes for all employees. This approach leads to a more equitable, healthier, and engaged workforce where individuals from diverse backgrounds feel supported and empowered to thrive.

Corporate Diversity Pathways Workplace Wellbeing Courses

The CDP approach to implementing DEI-led workplace wellness initiatives includes micro-credential courses grounded in the latest science and practice of mental health and organisational well-being. A key component of our methodology is the partnership with Registered Psychologist Dr. Paula Robinson’s Applied Education & Training’s suite of programs, which effectively delivers these initiatives. This approach transcends temporary solutions; it’s about embedding wellness principles that can shape an organisation’s future.

The focus is on integrating wellness learning into the organisation’s very DNA, fostering a culture that continuously promotes mental and physical well-being. This involves adapting initiatives as circumstances change and evolving in response to new challenges.

This foundational work empowers organisations to stand out in competitive talent markets by building resilient, agile teams and achieving workplace gender equality. It ultimately earns ‘employer of choice’ recognition that enhances employee well-being. The primary aim is to equip individuals with the resources and insights needed to develop and sustain mental fitness and resilience, strengthening families, schools, organisations, and communities.

CDP collaborates with organisations to deliver customised solutions that align wellness with talent retention strategies, strengthening their capacity to navigate future challenges and disruptions. The Applied Education & Training program ensures wellness initiatives drive cultural change and create measurable, long-lasting benefits.

Ready to create a workplace where everyone thrives?

Our evidence-based solutions are designed to transform your company culture, enhance team collaboration, and drive sustainable success.

Take the first step towards a more inclusive future. Connect with us today!

Or email us

September 6, 2024February 13, 2025

Why You Need to Audit Before Implementing A DEI-Led Talent Strategy

A smiling woman sits at a table with a laptop, embodying diversity, equity, and inclusion in a professional setting.

A truly diverse workforce, supported by sustainable and inclusive policies, is the foundation of a thriving, innovative, and resilient business. Building a diverse workforce begins with a DEI-led talent strategy, and if the goal is to implement one successfully, a comprehensive DEI audit needs to be the first step.

DEI Audits Explained And Why They’re Necessary

A DEI audit is a comprehensive assessment that helps you understand the current state of diversity, equity, and inclusion within your organisation. It uncovers gaps, informs actionable strategies, and forms the blueprint for a genuinely inclusive workplace by providing a clear picture of both challenges and opportunities.

HR processes including recruitment are one business component we assess, and without an initial audit, a supposedly inclusive talent strategy risks being performative and missing the mark. This is why it’s vital that your business fully understands its current position before developing a DEI strategy in alignment with the broader business strategy.

The Cost-Saving Benefits of a DEI Audit

Before a plan is drafted, it makes sense to get a foundational understanding of the business’s current state and the end state it is focussed on achieving. Skip this step, and you could see the work invested, ultimately misaligned or ineffective, leading to wasted resources and missed opportunities.

We recommend preparation, forethought, and a deep understanding of the status quo to avoid protracted strategy development processes and the associated spiralling costs. We guide clients and partnering organisations toward cost-saving extending from a well-organised strategy development process.

Maximise Efficiency with a Comprehensive Audit

HR practices with barriers to recruitment and sustainable employment for candidates from diverse backgrounds can unintentionally exclude people from the workplace. These barriers can range from biases in job descriptions and interview processes to inequitable promotion opportunities and pay scales.

A comprehensive DEI audit identifies these issues across the board, analysing data and processes throughout an organisation, collating that information, and making data-informed decisions about the required improvements.

This initial phase also sends a powerful signal to employees, stakeholders, and the broader community that the organisation is serious about its commitment to workplace diversity and inclusion. Organisations build trust and engagement by demonstrating a willingness to listen, learn, and act on the findings of an audit process. This trust is vital for creating a culture of transparency and accountability, where all employees feel empowered to contribute to the DEI strategy.

With the information gathered from a comprehensive DEI audit, stakeholders receive a clear, evidence-based understanding of where the organisation is placed, positioning them to develop a customised DEI strategy that aligns with business goals. Perspectives from diverse groups are then more smoothly integrated into a comprehensive strategy, as every voice will have been heard before the strategic design stage.

Perhaps the biggest benefit here is the ability to align audit insights with an organisation’s overall vision, identifying areas where implementing the strategy can directly move a business towards its goals.

A DEI audit ensures that all subsequent DEI initiatives are strategically aligned with the organisation’s broader goals. It provides the data and insights needed to prioritise efforts, allocate resources effectively, and set realistic, measurable objectives. This strategic alignment is crucial for achieving long-term success and making a meaningful impact on the organisation’s culture and performance.

An authentically DEI-focused talent strategy is not just well-intentioned, it’s strategically integrated into the overall mission.

Take The First Step Towards an Authentically DEI-Led Talent Strategy

A DEI audit is a vital first step towards an inclusive talent strategy because it provides HR teams with critical insights for better-informed decision-making. These could be insights related to disparities in pay, promotion rates, or employee satisfaction. This data allows HR to create processes and policies that address these issues, creating a more equitable and accessible workplace.

Fostering an inclusive culture is possible, and not as complex as you may think. Identifying areas where certain groups may feel unseen, excluded or undervalued within a DEI audit supports where organisations can improve and navigate the best way to successfully implement tailored initiatives that form a DEI-centred talent strategy, promoting inclusion and belonging where they’re most needed.

These initiatives can include community and social groups, intranet resources, mentorship programs, or training sessions that address DEI policies and dialogue and training around topics such as unconscious bias.

Informing Actionable Strategies With A Comprehensive DEI Audit

A DEI audit is not a one-time exercise. It’s an ongoing process that allows organisations to measure progress over time by establishing baseline metrics and tracking improvements. Data is key, and with comprehensive auditing and reporting organisations can remain dynamic and responsive to changing requirements, and hold themselves accountable for achieving DEI goals.

A DEI-led talent strategy is a major attractor for candidates in an era where job seekers increasingly prioritise diversity and inclusion. A talent strategy informed by DEI audit is essential for employer branding at a time when it’s increasingly competitive to remain an employer of choice. By demonstrating a commitment to understanding and improving its DEI practices, an organisation signals to potential employees that it values diversity and is dedicated to fostering an inclusive environment. This can be a significant competitive advantage in attracting and retaining top talent.

The CDP Approach to DEI Audits

CDP is a workplace gender equality agency providing transformative DEI consulting services in Australia.

Your organisation’s success is our success. We believe workplace DEI audits and talent strategies foster a sense of belonging, promote innovation and creativity, and enhance employee engagement and productivity, ultimately leading to an organisation’s success. Workplace diversity, equity and inclusion are fundamental principles that guide us in our approach. Together we conduct comprehensive DEI audits to understand your organisation’s needs, develop actionable strategies and provide ongoing resources, tools and support to ensure the achievement of desired outcomes.

Building a diverse and inclusive workforce is a complex but essential endeavour for modern organisations looking to build resilience and future-proof workforce capability. By identifying hidden barriers, aligning DEI objectives with business goals, and fostering an inclusive culture, a DEI audit empowers meaningful progress towards diversity and inclusion goals.

We support clients by identifying opportunities to provide qualitative engagement, facilitating comprehensive DEI auditing from design to execution, and providing a range of consulting services from strategy development and execution, process improvement and change management, executive coaching and leadership development and executive search recruitment to show clients the ‘pathways’ towards their desired future state.

As a result, our clients enhance their reputations internally and externally, attracting top talent, and creating stronger, more resilient teams that drive innovation and success.

Ready to build an exceptional team?

We help create greater futures and foster inclusive workplaces through holistic training and development programs.

Table of Contents

Written by: Jeromine Alpe

How Strong Governance Impacts Inclusion

5 Steps to a Strong Governance Framework

The Path Forward

Table of Contents

Written by: Jeromine Alpe

Myth 1: Culture Happens Organically

The Solution:

Myth 2: Psychological Safety is Achieved through Perks and Benefits

The Solution:

Myth 3: Organisational Culture is Static

The Solution:

Myth 4: DEI Is Not Essential for Business Success or Employee Satisfaction

The Solution:

Myth 5: Leaders Know Best When It Comes to Culture

The Solution:

Why Busting These Myths is Crucial

Written by: Jeromine Alpe

Table of Contents

1. The Rise of AI-Driven Workplaces

2. Strategic Succession Planning

3. The Purpose-Driven Workforce

4. Workplace Wellbeing That Goes Beyond Mental Health

5. Leadership Reimagined

The Path Forward: Staying Ahead of the Curve

Written by: Jeromine Alpe

Table of Contents

1. Establish Clear Pathways for Advancement

Inclusive Pathways

Promotion Equity

Mentorship and Sponsorship

2. Promote Flexible, Inclusive Workplace Policies

3. Address Unconscious Bias and Embed Allyship

Address Unconscious Bias

Embed Allyship

Implement Equitable Pay Practices

Tackle Workplace Microaggressions

How Corporate Diversity Pathways Supports Women in Leadership

Table of Contents

Written by: Jeromine Alpe

The Impact of Unconscious Bias on Recruitment & Selection and Workplace Culture

Unconscious Bias and your Employer Brand

How Corporate Diversity Pathways can Support Inclusive Recruitment and Selection Strategies

2 in 5 Australians report they have left their job due to a poor work environment and in the next ten years 33% of all claims will be mental injury claims.

Ready to create a workplace where everyone thrives?

The Thinking Behind Candidate Care

Crafting Person-Centred Job Ads

Use Inclusive Language

Rethink Skill Requirements

Be Transparent and Specific

Use Keywords To Authentically Communicate Company Values and Culture

Write For The Individual

Should Salary Be Included On A Job Ad?

A Checklist Of Key Components For An Inclusive, Accessible Job Ad

Profitability

Innovation

Mastercard

Johnson & Johnson

Brand Perception

Unilever

Citigroup

Salesforce

Best Practices for Achieving Board Diversity

Transformative DEI Consulting Services

Ready to create a workplace where everyone thrives?

1. Leverage Evidence-Based Strategies for Talent Acquisition and Retention Success

2: Integrate Wellbeing Initiatives with Talent Retention & Performance Insights

3: Embed Wellbeing into Organisational Culture for Lasting Change

Corporate Diversity Pathways Workplace Wellbeing Courses

Ready to create a workplace where everyone thrives?

Table of Contents

DEI Audits Explained And Why They’re Necessary

The Cost-Saving Benefits of a DEI Audit

Maximise Efficiency with a Comprehensive Audit

Take The First Step Towards an Authentically DEI-Led Talent Strategy

Informing Actionable Strategies With A Comprehensive DEI Audit

The CDP Approach to DEI Audits

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