Be Recruitment

Celebrating Inclusion at Work Week.

Inclusion isn’t just the latest buzzword—it’s the cornerstone of ethical and effective community engagement.

As Vernā Myers puts it, “Diversity is being invited to the party; inclusion is being asked to dance.”

What is Inclusion at Work Week?

Inclusion is essential in the community sector because it promotes social equity, equal access to services, representation, empowerment, cultural competence, conflict resolution, innovation, resilience, legal compliance, ethical responsibility, and long-term sustainability.

Simply put, it’s a fundamental principle that underpins effective and ethical community work.

Inclusion at Work Week is an initiative spearheaded by the Diversity Council of Australia (DCA) that aims to highlight and celebrate the critical role of inclusion in Aussie workplaces.

The campaign, which is digital only, runs from 6-10 November, with the DCA promising a “week-long celebration of diversity and inclusion in Australian workplaces”, and that “with all the evidence on how Inclusion at Work benefits employee health and wellbeing, innovation, and organisational performance – what’s not to celebrate?””

How can you be involved in Inclusion at Work Week?

Whether you’re just starting your journey towards inclusion or looking to level up, this week is the perfect time to act.

Not sure how your workplace can make the most of Inclusion at Work Week? Here’s some suggestions:

  1. Share your story: Last year, hundreds of DCA members shared what inclusion means to them, and stories from their diversity and inclusion journey. Use the hashtag #InclusionAtWorkWeek on social media when sharing your stories during the week.
  2. Inclusion workshops: Conduct workshops to educate employees on the importance of inclusion.
  3. Community outreach: Partner with local organisations to promote social equity.
  4. Inclusive audits: Review your current policies and practices to identify areas for improvement.
  5. Employee spotlights: Highlight stories of employees who have benefited from inclusive policies.

How Be Recruitment fosters inclusivity in the workplace

Creating an inclusive environment isn’t a one-off event; it’s an ongoing commitment requiring structural change. At Be Recruitment, we’ve taken several steps to make inclusivity a core aspect of our business model:

Diversity and Inclusion Policies: We have established formal diversity and inclusion policies that communicate the company’s commitment to fostering an inclusive workplace. These policies outline Be Recruitment’s stance on discrimination, harassment, and equal-opportunity employment.

Inclusive Hiring Practices: We’ve implemented inclusive hiring practices to help ensure that the company’s workforce reflects a diverse range of backgrounds and experiences. This includes diverse interview panels, and partnerships with organisations that support underrepresented groups – Disability Employment job boards

Accessibility: Ensuring that the workplace is physically accessible for employees with disabilities is crucial for Be Recruitment for both our permanent and on-hire staff coming to meet us. This includes providing accessible facilities

Flexible Work Policies: Be Recruitment have implemented flexible work policies, such as remote work options or flexible scheduling, that can accommodate our permanent employees’ diverse needs and responsibilities outside of work.

Inclusive Benefits: Be Recruitment offers inclusive benefits packages that cover a range of family structures, including same-sex couples with our parental leave policy.

Communication and Education: Regularly communicating Be Recruitment’s commitment to diversity and inclusion and educating employees about its importance can reinforce these values within the workplace.

Mentorship and Sponsorship Programs: These programs can help underrepresented employees advance in their careers by connecting them with mentors outside of the organisation such as the RCSA who can provide guidance and support.

Reviewing Policies and Practices: Regularly reviewing and revising HR policies, practices, and procedures to eliminate bias and discrimination is essential. This can include examining pay equity, performance evaluations, and promotion processes.

Transparent Reporting: Transparently reporting diversity and inclusion metrics, such as demographic data on the workforce, can hold the organisation accountable and help track progress over time.

Inclusive Leadership: Be Recruitment encourages leadership to model inclusive behaviour and actively promote diversity and inclusion within the organisation – this is critical for creating a culture of inclusivity.

To find out more about Inclusion at Work Week, visit the Diversity Council of Australia (DCA). To discuss ways your organisation can become more inclusive, reach out to Be Recruitment today.

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