Siloed diversity programs for women, people with disabilities and Aboriginal & Torre Strait Islanders at different stages of maturity
The Diversity Council wasn’t working and the CEO was frustrated with slow pace of progress
Diversity was managed by HR and business “buy in” and D & I implementation was patchy
Women could work flexibly but it was career limiting and seen as “special treatment” for mothers
The internal talent pipeline to leadership was not diverse through a gender or cultural lens
Senior women were angry and frustrated by the organisation’s lack of female leadership progress

Organisation had an innovative engagement and culture program and an initial Diversity Census
Managers were well intentioned but didn’t know what to do to harness diversity
Significant investment had been made to recruit senior female leaders
Innovative adhoc policies such as all employees over 55 could work part time had been implemented but with limited success

Revamped the Diversity Council membership and secured budget for innovative pilot projects
Increased staff engagement through targeted communications strategy, staff networks and strategic staff and customer events
Identified and scaled successful local best practice diversity programs in the business
Applied a diversity lens to implement reverse mentoring and talent acceleration
Relaunched flexible work and careers for all staff
Identified, connected and increase staff access to existing diversity policies and programs
Implemented a in new overarching D & I strategy with targeted action plans and metrics

Increased staff and customer engagement, retention and profit through increasing talent pool diversity, and increased women in business, disability, and LGBTI market share
Increased trust and inclusion for diverse staff with D & I becoming one of the top 20 lived values for all staff
Successful Indigenous employment outcomes from 10 to 100 staff with increased productivity
New leader and staff mindsets delivered increased capability rather than compliance
Increased leadership capability through increased diversity in talent pipeline
Increased employer of choice brand by winning AHRI national award for best integrated Diversity & Inclusion Strategy.