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Category: Insights

These are insights about Diversity, Equity, and Inclusion by Corporate Diversity Pathways. For more information, contact us at +61 404 888 335.

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

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Picture of Written by: Jeromine Alpe

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.

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!

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!

+61 404 888 335
Or email us
A diverse group of business professionals engaging in conversation, embodying the theme of inclusive recruitment strategies

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 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!

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Elevate your Team with a DEI Strategy that Cultivates a Culture of Inclusion

A diverse group of individuals collaborating around a laptop, embodying a culture of inclusion and teamwork

Read on to get a better understanding of how a DEI strategy can transform your organisation’s culture, brand, productivity, innovation and profitability.

A diverse group of individuals collaborating around a laptop, embodying a culture of inclusion and teamwork
Picture of Written by: Josephine Palermo

Written by: Josephine Palermo

Josephine Palermo is a leading advocate for gender equality and diversity, equity, and inclusion (DEI) in the workplace. With a PhD in Organisational Psychology and extensive publications on the psychology of gender, change management, and organisational development, she brings a deep understanding of organisational dynamics to her work.

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Diversity, equity, and inclusion are more than buzzwords – they’re powerful drivers of innovation and adaptability in a fast-evolving work environment. By promoting gender equality and a broad array of perspectives, diverse teams foster innovation and resilience that can transform organisational outcomes. In this blog, we delve into research on DEI and team performance and explore actionable strategies that teams and leaders can employ to cultivate a culture of inclusion.

The Impact of Diversity on Innovation and Team Success

A study by Boston Consulting Group (BCG) in 2018 surveying over 1,700 companies across eight countries, revealed that diverse leadership enriches team performance and significantly boosts innovation. Companies with high leadership diversity generated nearly 45% of their revenue from innovative products, compared to 26% for less diverse teams. This impact extends across all levels, with diversity encouraging broader thinking and fresh approaches that enhance team success.

The Business Case for Gender Equality and Inclusion

Gender equality is a critical aspect of DEI that strengthens teams by fostering equitable participation and respect. BCG’s study noted that companies with gender-diverse teams experienced greater innovation, underscoring how diverse voices contribute to creative problem-solving and cultural understanding. Organisations prioritising gender equity through equal pay, flexible policies, and diverse leadership are creating inclusive environments that drive collective success.

DEI as a Strategy for Building High-Performing Teams

An inclusive culture is essential for a DEI strategy to genuinely improve team performance. Research highlights that teams need fair employment practices and participative leadership to reach their full potential. An environment where all members feel valued and supported allows diverse perspectives to flourish, fuelling team performance and creativity. Leaders can support this through structured DEI initiatives, regular diversity training, and team-building practices that prioritise inclusivity.

The Developmental Model of Intercultural Sensitivity (DMIS) for Team Cohesion

Milton Bennett’s Developmental Model of Intercultural Sensitivity (DMIS) provides a framework for progressing from ethnocentric to ethno-relative perspectives. The DMIS was developed through a grounded theory approach, using extensive qualitative observations of people in cross-cultural interactions. Bennett’s work drew on cognitive and experiential constructivism, which emphasises that individuals construct their understanding of cultural differences through stages of increasing cognitive complexity.

This model helps team members understand cultural differences and approach interactions with empathy and adaptability, fostering smoother communication in diverse environments. In workplaces committed to DEI, Bennett’s model can serve as a valuable tool to enhance intercultural sensitivity and team cohesion.

A collaborative diverse group of people with laptops gathers around a table, promoting a culture of inclusion through their DEI efforts

Bennett’s model outlines six stages of cultural awareness, from Denial to Integration.

  1. Denial – Limited or no recognition of cultural differences.
  2. Defense – Recognition of some cultural differences, but viewing one’s culture as superior.
  3. Minimisation – Awareness of cultural differences, yet assuming basic similarities across cultures.
  4. Acceptance – Recognition and appreciation of deep cultural differences.
  5. Adaptation – Ability to adjust one’s behaviour to fit different cultural contexts.
  6. Integration – Ability to integrate multiple cultural perspectives into one’s identity and worldview.

As team members move through the stages of this cultural awareness spectrum, they begin to view embracing culture as central to integrating diverse cultural perspectives. Organisations using DMIS principles can more effectively guide team members through these stages with tailored DEI training, encouraging growth in cultural understanding and reducing misunderstandings in diverse teams.

Ready to make a change? Contact us today to discuss a DEI strategy for your organisation.
+61 404 888 335
Or email us
A diverse group of individuals collaborates around a table, reviewing papers to enhance their DEI strategy for inclusion

How a DEI Strategy can Drive Sustainable Team Development

Achieving equity and inclusion means ensuring all team members have the resources and support they need to thrive. This goes beyond equal opportunity; it requires leaders to assess individual and collective needs, removing barriers to participation. Equity-focused practices, such as mentorship programs and targeted resources foster a truly inclusive environment that enhances productivity and job satisfaction.

Addressing the Challenges of Diverse Teams through Inclusive Leadership

Diversity can present challenges, such as initial communication barriers or alignment issues. Ruth Wageman and Richard Hackman’s research stresses the importance of leadership in overcoming these challenges

Effective leaders create inclusive team structures, set shared goals, and support open communication, helping diverse teams achieve through alignment and cohesion. This structured approach is essential to ensure that diversity is an asset rather than a hurdle.

Structured Coaching for Diverse Teams

Structured coaching provides diverse teams with the tools to manage differences constructively. Team coaches can use clear goal-setting, facilitation of open dialogue, and the establishment of shared norms to guide teams towards mutual understanding and collaboration. Structured coaching enables teams to leverage their diversity, harmonising varied perspectives for more effective collaboration.

Creating an Inclusive Culture through DEI Practices

DEI practices are integral to building an inclusive workplace. Leaders can embed DEI principles in every aspect of team dynamics by encouraging open feedback channels, recognising and rewarding diverse contributions, and fostering a culture where all team members feel valued and heard. These efforts lay the groundwork for an inclusive culture that respects individual differences and amplifies team synergy.

Small Changes Big Impact with the Right DEI Strategy

BCG’s research shows that even modest changes in diversity practices can significantly improve innovation. Whether it’s hiring managers from varied backgrounds or implementing fair pay policies, incremental shifts in DEI practices help create an inclusive environment where diverse ideas can take root and flourish. These small but meaningful steps reinforce a commitment to equity and inclusion at every level.

The Future is Inclusive Teams

Investing in DEI, gender equality, and equitable practices fosters a work culture that thrives on diverse perspectives and values every individual’s contribution. Teams supported by inclusive practices and leaders committed to DEI are better equipped to tackle complex and adaptive challenges that drive innovation. By embedding DEI into the fabric of team design, organisations can cultivate resilient, high-performing teams that are fit for future success.

Contact us today to discuss a DEI strategy for your organisation.

Ready to cultivate a workplace where everyone thrives?

Our evidence-based solutions are designed to meet you where you are today 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!

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Understanding the Australian Government’s New Psychosocial Safety Legislation

men and women standing at the office discussing the Australian Government's new psychosocial safety legislation
Read on as we explain Australia’s new psychosocial safety legislation, how it signals a transformative step towards prioritising mental health and wellbeing in the workplace, and how Corporate Diversity Pathways can support you in managing these changes.
men and women standing at the office discussing the Australian Government's new psychosocial safety legislation

Table of Contents

Picture of Written by: Professor Jane Burns

Written by: Professor Jane Burns

Professor Jane Burns is a distinguished C-Suite Executive with over 20 years of experience across the NGO, industry, government, and university sectors. She is a leading international expert in mental health and wellbeing, suicide prevention, digital transformation, and integrated models of workforce wellbeing.

In April 2023, important changes to Commonwealth work health and safety laws came into place. For the first time, Work Health and Safety Regulations prescribe how employers must identify and manage hazards and risks to workers’ psychological health and safety.

What is Psychosocial Safety

Psychosocial safety is the identification, removal and minimisation of psychosocial hazards (risk factors in the workplace that can potentially cause psychological harm). 

Examples of psychosocial hazards in the workplace include fatigue which may be caused by shift work or an expectation that employees work long hours, violence, and bullying and organisational challenges such as poor change management, low job control or job insecurity.

Psychosocial hazards can contribute to mental injury and stress which, if severe or sustained, can result in a psychological injury.

Workers’ compensation claims are rising in Australia, (approximately $543 million annually), posing an unsustainable strain on the nation’s workplaces. Two in five Australians report they have left their job due to a poor work environment, and in the next ten years 33% of all worker’s  compensation claims are expected to be on the grounds of mental injury.

The financial impact of absenteeism and presenteeism alone is $17 billion each year and resignation turnover costs are around six to nine months of salary.

What is Australia’s New Psychosocial Safety Legislation

Psychological health has always been a feature of the Work Health and Safety Act 2011. After a review of model WHS laws in 2018, new laws came into effect on April 1 2023 with a stronger obligation for employers to manage employees’ psychosocial safety at work.

The psychosocial hazards this legislation refers to include “aspects of work design, the work itself, and the interactions between employees which can negatively influence their mental health and emotional wellbeing.”

These are essentially hazards at work that can create stress and cause psychological and physical harm arising from or relating to:

  1. The design or management of work;
  2. The working environment;
  3. Machinery, equipment, appliances, etc in the workplace;
  4. Workplace interactions or behaviours.
A diverse group of individuals engaged in discussion around a table focusing on unconscious bias in recruitment

The amended Work Health and Safety Regulations prescribe how duty holders must identify and manage hazards and risks to workers’ psychological health and safety. This legislation seeks to prevent psychosocial hazards by establishing a safer, more supportive environment for every employee.

Going forward, organisations will need to consider and review approaches to managing psychosocial risks and fostering mentally healthy workplaces. This includes engaging and consulting with workers.

Ready to enhance psychosocial safety in your workplace?
Contact us today for a personalised consultation on how your organisation can achieve psychosocial safety compliance with Australia’s new psychosocial safety legislation.
+61 404 888 335
Or email us
men and women seating and discussing the Australian Government's new psychosocial safety legislation

What Psychosocial Safety Legislation Means for your Organisation

Justin Napier, General Manager of Comcare’s Regulatory Operations Group explains that, “Psychological injury prevention is a significant focus for work health and safety regulators and should be a priority for employers. It’s an important time for duty holders to review their approach to managing psychosocial risks and fostering mentally healthy workplaces. This includes engaging and consulting with workers on how they manage and control these risks.’

Employers must now create a psychologically safe environment by using a “hierarchy of controls” to manage psychosocial hazards, as set out in the WHS Regulations. This is a step-by-step approach, ranking controls from the highest to the lowest level of protection to eliminate or reduce psychosocial risks.

Enterprise Professor Jane Burns is Corporate Diversity Pathways’ Principal – Workplace Wellbeing. With over 20 years of experience in mental health and wellbeing she believes that mental health is everyone’s business.

“We know for instance that more than 55% of employees who go on leave due to psychosocial injury in the state of Victoria for more than six months do not return to work—compared to just 23% of those with physical workplace injuries. And mental health claims are expensive and complex to manage, resulting in poor outcomes for both the staff member and the business.”

How Corporate Diversity Pathways can Support

The main challenges for organisations are:

  • Effectively navigating and demystifying the management of psychosocial risk factors;
  • Understanding how to use psychometrically validated tools to measure psychosocial risk and psychological safety in real time;
  • Moving beyond risk management to focus on the prevention of psychosocial risk to enable a culture of psychosocial safety;
  • Equipping leaders with the skills and knowledge to support and empower their teams and to intervene when necessary;
  • Designing work and workplaces that protect and enhance worker wellbeing while also supporting individuals to make informed choices about their own health.

In response, we provide tailored solutions:

  • A man and woman seated at a conference table, discussing the Australian Government's new psychosocial safety legislationCustomised prevention plans to address psychosocial hazards including the identification of control measures to mitigate the identified risks;
  • Strategies and policies to address psychosocial risk;
  • Coaching and support for leaders in the science of mental health and wellbeing;
  • Co-design and implementation of wellbeing strategies with employee input;
  • Individual workplace wellbeing plans that support employees in understanding the small things they can do to improve their mental health;
  • Workshops and customised coaching to support teams in proactively addressing psychosocial issues;
  • Short courses and micro-credential training that create strong and resilient workforces;
  • Tailored workplace diversity consulting;
  • DEI strategy support;
  • Psychosocial risk audits;
  • Inclusive policy implementation.

“Every organisation, school, factory, café needs access to evidence-based methods for monitoring, managing and responding to the mental health needs of its employees. Dozens of surveys, toolboxes, pledges and campaigns exist but workers often do not engage with them, and leaders struggle to know how and when to take action. Even when people are feeling burnt out, waking in the middle of the night and stressed, they do not put their hand up for help. Early identification is important, but critical to breaking the cycle of poor workplace practice by reducing risk and preventing problems before they create an unsafe workplace.”

Contact us today for a personalised consultation on how your organisation can achieve psychosocial safety compliance with Australia’s new psychosocial safety legislation.

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!

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

Mental Health Awareness Month
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.

Mental Health Awareness Month

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.

Download ‘Wellbeing Habits for a Better Work Day'

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!

+61 404 888 335
Or email us
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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.
a diverse team Thinking Behind Candidate Care

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.

a diverse team in a pantry discussing Person-Centred Job Ads

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 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!

+61 404 888 335
Or email us
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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.

Diverse Group in a meeting room discussing diversity on boards

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.

diverse team members during a meeting about the importance of board diversity

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.

Contact us to discuss partnering with CDP to develop and implement effective diversity strategies for your board.

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!

+61 404 888 335
Or email us
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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

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

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.

A diverse group of individuals collaborates at a table with laptops, focusing on integrating workplace wellbeing initiatives.

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. 

diverse group in a meeting room discusses Corporate Diversity Pathways Workplace Wellbeing Courses

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!

+61 404 888 335
Or email us
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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. 

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

Table of Contents

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 man and woman of diverse backgrounds engage with a laptop at a table, representing efforts in diversity and inclusion auditing.

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 professional woman in a business suit engages in a phone conversation, symbolising diversity in the workplace.

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 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!

+61 404 888 335
Or email us
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The Power Of Unconscious Biases

A diverse group of professionals, including women and men, smile and stand closely together. The background is bright, suggesting an office setting that promotes gender equality in Australia.
A diverse group of professionals, including women and men, smile and stand closely together. The background is bright, suggesting an office setting that promotes gender equality in Australia.

The Impact of Values On Team Dynamics and Corporate Culture

As leaders, our values – the core motives, interests, and beliefs that determine what we desire and strive to attain – have tremendous consequence. Values influence which type of position, job, and environment will be most motivating for us and when we will feel the most satisfied. Our unconscious biases, or the unconscious projection of our values onto others, determine how we make decisions, how we reward performance, and what type of work culture we are likely to create.

The Power of Unconscious Biases

When Jeffrey Skilling took control of Enron, he had a reputation as a smart, extremely competitive business man with a penchant for risk taking – qualities that led to early success and facilitated his rise to the executive suite.

These values became counterproductive, however, when Skilling’s unconscious biases began to shape Enron’s culture. Lauding of creative risk-taking and fierce internal competition coupled with huge incentives led to not only stretching, but circumventing and breaking legal and ethical boundaries to bolster short-term performance.

The 2001 collapse of the Enron Corporation was, at the time, the largest and most complex bankruptcy filing in American history, and the scandal that unfolded in its aftermath made the Enron name synonymous with white collar crime.

Obviously, Skilling’s was an extreme case, but although unconscious biases aren’t always counterproductive, they are always impactful, especially when they come from a position of leadership. Because values are an inherent part of our personality, however, many leaders are unaware of the kinds of values they hold, and how their values impact their subordinates.

Values assessment, when part of a comprehensive leadership development program, is the most effective way to make leaders aware of their unconscious biases. By doing so, we can adapt our behavior in ways that will create a more productive working situation for ourselves and our teams.

The MVPI Scales and Unconscious Biases

Recognition: Wanting to be the center of attention, assuming that other people need attention as much as you do, and not understanding modesty.

Power: Driven to win and make a difference, assuming that other people are as competitive as you, and disliking people who lack a winning attitude.

Hedonism: Looking to have fun and share experiences, assuming that other people are as fun- seeking as you, and not understanding people who are all business.

Altruism: Desiring to help those who are disadvantaged or victimized, and not understanding the need for self-reliance.

Affiliation: Seeking opportunities to network, assuming that others want to interact as much as you do, and not understanding people who don’t want to be part of a team.

Tradition: Respecting hierarchy, rules, and tradition, assuming that others are as conservative as you, and disapproving of non-traditional behavior.

Security: Disliking risk-taking activities, assuming that others are as cautious as you, and not understanding people who like to test the limits.

Commerce: Wanting to acquire concrete symbols of success, assuming that others are as materialistic as you, and not understanding people who are indifferent to money.

Aesthetics: Needing to be in attractive environments, assuming that others care as much about quality as you, and not understanding people who lack a sense of style.

Science: Preferring to solve problems with logic and data, assuming others care as much about finding the right answers as you, and not understanding irrational or intuitive decisions.

This article was written by Hogan Development Survey (HDS). An assessment tool regularly used by Corporate Diversity Pathways.

To discover more about unconscious biases in the workplace, schedule your free consultation with us here.

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Why Women Are Good For Business E-book

Female Executive Leader standing and smiling at the camera for Equity Leadership Network
Female Executive Leader standing and smiling at the camera for Equity Leadership Network

“A Move From No Female Leaders To 30 Percent Representation Is Associated With A 15 Percent Increase In The Net Revenue Margin”

At Corporate Diversity Pathways, we are proud to be a member of the WGEA Pay Equity Leadership Network. We know that gender diversity drives revenue, increases company profitability, drives innovation and employee engagement leading to peak productivity and performance.

Our diagnostic tools provide a robust road-map to support our corporate, private and NFP sector clients position their organisations for growth, driving revenue and increasing bottom-line profitability. Rather than a one-off project, we explore, engage, execute and evaluate together to deliver long-term sustainable outcomes to educate, motivate and inspire your people leaders to better attract, engage, develop, nurture and retain their female staff across all levels of the organisation.

Organisations that have an effective approach to setting and meeting gender targets share some common characteristics. This checklist will help you to determine if you have the management commitment, resources and systems required to support the achievement of your gender targets. Consider the first three boxes to assess if you have the necessary organisational environment to support the achievement of gender diversity targets. Focus on addressing these key enablers first to ensure your success.

We hope you enjoy this e-book which highlights the advantages of having women in business.

Jéromine Alpe

Founder and CEO Corporate Diversity Pathways

DOWNLOAD YOUR FREE COPY WHY WOMEN ARE GOOD FOR BUSINESS E-BOOK

How Can We Help?

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CDP is privileged to be the preferred People, Performance and Culture business partner on behalf of Australia’s leading organisations.

Australian Indigenous Education Foundation logo. AIEF is a for purpose organisation supporting Indigenous Australian students, their families, schools and the wider community.
Clover Marketing logo. Clover marketing is a digital marketing agency in Melbourne, Australia.
Fundraising Institute of Australia logo. Fundraising Institute is the national peak body representing professional fundraising in Australia.
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Mito Foundation logo. The Mito Foundation is driving toward finding a cure for mitochondrial disease.
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Precision Fundraising logo. Precision works with for purpose organisations to maximise donor relationships.
Seven West Media logo. Seven West is one of Australia’s leading integrated media companies with market-leading presence in broadcasting television.
St Vincent’s Curran Foundation logo. St Vincent’s Curran Foundation is the fundraising organisation for St Vincent’s Hospitals and facilities in New South Wales.
Sydney Children’s Hospital Foundation logo. Sydney Children’s Hospital Foundation inspires the community to support sick kids so they can live their best lives
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The Royal Hospital for Women logo. The Royal Hospital for Women is a specialist hospital located in Randwick, New South Wales.
The University of Sydney logo. University of Sydney is a global top 20 university, leading the way in addressing environmental, social and governance challenges.
Luna Park logo. Luna Park is a heritage-listed amusement park in Sydney, Australia
MS Plus logo. MS Plus provides services, advice and wellbeing support for multiple sclerosis and other neurological conditions.

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