Introductory Toolkit Leading Inclusively Developed in partnership by
Introductory Toolkit Leading Inclusively Developed in partnership by: Diversity and inclusion is about giving everyone the same opportunity by always encouraging an inclusive and respectful culture in every interaction we have.
Seven habits of Inclusive Leaders
Seven habits of inclusive leaders Ensure that people speak up and are heard Actively look for and remove inclusion barriers Share credit for team success Make it safe to propose new ideas Inclusive Leadership Give actionable feedback Take advice and implement feedback Empower people to make decisions
Seven habits for inclusive leaders Discuss in your group how you can………… Ensure that people speak up and are heard Make it safe to propose new ideas
Recruiting for greater diversity
Recruiting for diversity through inclusive practices Find Select Thrive
Recruiting for diversity through inclusive practices Find Do…. . • Consider alternative ways to source candidates. Don’t use the same old methods • Review the job description and ad for any limiting criteria and messages to ensure you attract a wider pool of candidates Look at language, prerequisites, experience required, physical requirements etc • Consider if the role can be offered with greater flexibility • Think about the possibility of the role being a development opportunity for a high potential person who is ready for more. Be aware…. . • Of the assumptions you make about where to find the “right” candidates for the role • Doing things differently can be challenging, it often takes more time than an existing practice and can feel uncomfortable Don’t use this as a reason to do things the way we always have • Changing behaviour is more difficult than increasing knowledge or learning a new skill. Don’t limit your sourcing options based on a selection criteria that could be easily learnt or overcome. Look for people with the right capabilities.
Recruiting for diversity through inclusive practices Select Do…. . • Ensure that the selection process is fair, equitable and based on merit • Have a diverse interview and selection panel • Update the selection criteria based on the current job requirements • Set the selection criteria before looking at applications and stick to it • Consider reviewing applications “blind” by having the names removed • Select on experience, capability, behaviour and values not on “gut feel”. Be aware……. • Of actions that are considered unlawful discrimination under the Fair Work Act 2009 (see attached fact sheet) • We are unconsciously biased towards making selection decisions based on what is familiar to us • The selection criteria can sometimes have outdated requirements because “we have always done it that way’ • We are influenced in our decisions by our unconscious biases • We can tend to shift our selection criteria to suit a preferred candidate.
Recruiting for diversity through inclusive practices Thrive Do…. . • Create a plan for induction. The quicker the new person feels they can contribute to their role, the team and the business the more engaged and productive they will be • Introduce the new person to the team and share how they will contribute through their experience and capability. Avoid drawing attention to what makes them different to everyone else • Treat your people as individuals to avoid stereotypes • Set expectations for performance and behaviour for all team members • Always challenge behaviours that are inappropriate or do not fit • Create an inclusive team environment where everyone can share their views, thoughts and ideas • Make it safe for people to speak up and to have conflict and disagree • Encourage new ideas by asking people what they think or what they would do. A good tip is to listen to others’ thoughts and ideas before sharing your own, that way you won’t overly influence them • Try doing things differently – i. e. the way things are discussed, decided and acted upon • Get to know each of your people and work on building a relationship with them.
Heading Thrive Be aware……. • Of stereotypes, unconscious bias and cultural norms that might be in place in your work environment that could make a new person feel excluded • The best way to break down stereotypes is to get to know each of your people and to treat them as individuals • That people have different styles and ways of contributing. Don’t always go to the loudest person or those whose style matches yours.
Additional Resources Test your own bias Take the Implicit bias test to see where you might have blind spots in your associations with race or gender. https: //implicit. harvard. edu/implicit/
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