Is Inclusivity in Your Business DNA or Just Corporate Blah Blah?
As Inclusion at Work Week approaches, Australian businesses are being urged to reflect on whether inclusivity is truly embedded in their DNA or merely lip service. Amid growing consumer expectations and evolving workplace legislation, companies that lead with genuine inclusivity set themselves apart as employers of choice. But how many are ready to meet this challenge?
Recent data from the Diversity Council of Australia (DCA) reveals that 75% of Australians now consider diversity, equity and inclusion (DEI) a key factor when deciding where to work[i]. Businesses that fail to prioritise inclusivity risk falling behind in attracting top talent and fostering employee engagement.
Furthermore, the AHRI Diversity, Equity, and Inclusion Report 2023 highlights similar trends. 84% of HR professionals state that DEI is crucial for their organisation’s success, yet fewer than 50% feel enough focus is being placed on it. Only 45% actively measure their organisation’s diversity profile, signalling gaps in comprehensive DEI practices.
Greg Luck, CEO of AimBig Employment, a national provider of employment services for people with disabilities, believes the path to genuine inclusivity is about more than just ticking boxes: "True inclusivity is about creating a culture where everyone feels they belong and can thrive. It’s not enough to have policies on paper; businesses need to go beyond corporate rhetoric to embed inclusive practices at every level."
"To create real change, businesses must move beyond token gestures,” continues Greg. “It’s about reshaping organisational culture, policies, and processes to make diversity and inclusion central to every aspect of the workplace. This requires a strategic commitment and the willingness to learn, adapt, and grow."
Yet, many companies still grapple with how to effectively integrate inclusive practices into their day-to-day operations. DCA highlights that too many businesses focus on surface-level changes without addressing the systemic barriers that hinder inclusivity. As Inclusion at Work Week approaches, AimBig offers businesses some thought starters to reflect on their efforts.
Inclusivity Audit Checklist: Is Your Business Walking the Talk?
Do employees feel a sense of belonging? Ask your team: Do they feel valued and included in everyday decisions and interactions?
Are leadership and middle management actively engaged in inclusivity? Inclusivity starts at the top—ensure leaders are promoting and embodying inclusivity.
Do your policies reflect inclusivity, or are they just words on paper? Review recruitment, retention, and promotion policies. Are they genuinely inclusive or mere formalities?
Do you have feedback mechanisms to identify inclusivity gaps? Regularly solicit input from employees about their experiences regarding diversity and inclusion.
Are you setting measurable goals for inclusivity? Having clear, actionable goals is essential to track progress and hold your business accountable.
Businesses that seek expert guidance can ensure they’re taking real steps toward meaningful change. AimBig Employment partners with employers to provide guidance on inclusive hiring and supporting people with disabilities. By partnering with experts, companies can move beyond surface-level fixes and transform inclusivity into a core element of their workplace culture.
Greg concludes with: "Businesses often need expert help to ensure their inclusivity efforts are genuine. With AimBig Employment’s guidance, companies can move beyond surface-level gestures and integrate inclusivity into everyday operations, fostering innovation and engagement. True inclusivity is more than a slogan—it’s a strategic advantage.”
For more information about AimBig’s services visit www.aimbig.com.au.
Visit www.aimbigemployment.com.au for more information.
https://www.dca.org.au/wp-content/uploads/2023/10/The-Case-for-Inclusion@Work-2023-2024.pdf
