Workplace diversity and inclusion
Understanding diversity and inclusion
All of us have a role to play in cultivating a diverse and inclusive workplace. This starts with understanding diversity and inclusion, an awareness of systemic and institutional barriers and being able to recognise non-inclusive behaviours and practices.
Diversity
Diversity includes anything that makes people different and unique. These differences can be more or less visible and include gender, ethnicity, cultural background, disability, age, sexual orientation, religious beliefs and disability.
Diversity also includes other differences such as family responsibilities, educational level, socio-economic background, geographic location and differences in views and opinions.
Inclusion
Inclusion is how we accept and respect all our staff for their diverse and often overlapping characteristics and include their voices in what we do. We do this by embracing diversity, creating an environment that is welcoming to everyone, and values people’s backgrounds, perspectives and lived experiences.
It means creating a climate and culture where people feel they belong and are motivated to work collaboratively to uphold the university’s values and achieve its goals.
Belonging
Belonging is a sense of feeling secure and comfortable, respected and supported, so people can bring their authentic selves to work, contribute openly to all that is going on in the organisation and know that they are appreciated and valued for their individual contributions.
This, along with having an affiliation with peers, teams and the broader organisation and being able to participate fully at work, means our staff can thrive.
Intersectionality
Intersectionality acknowledges that people cannot be defined by a single aspect, such as race, gender or disability and that a person can belong to more than one traditionally under-represented group.
For example, a person may identify as a member of the LGBTIQA+ community and as a person with disability. Intersectionality can lead to multiple overlapping barriers, biases or discrimination. Each person’s experience and challenges are unique and a person should not be ‘reduced to a label’.
Resources and training
The resources below will help you learn about diversity and inclusion, and how to be more curious, inclusive, and respectful of people from diverse backgrounds.
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Inclusion and diversity training chevron_right
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Charles Sturt resources for Staff chevron_right
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External resources for Staff chevron_right
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External resources for managers chevron_right
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Diversity Council Australia member resources chevron_right
Playing our part
The success of our Workplace Diversity and Inclusion Plan depends on the support of everyone in the university. We all have a role to play in building a workplace that values diversity and shows a commitment to inclusion through our attitudes, actions and behaviours.
All staff
- Be curious, gain knowledge and understanding.
- Be self-aware and consider how your words and actions impact others.
- Treat people with dignity and respect, help others to thrive at work.
- Get involved and support diversity and cultural events and initiatives.
- Celebrate different cultures, beliefs and ideas.
- Keep your equity and diversity data updated in our HR systems (so we can better understand your needs and tailor services and support).
Managers, supervisors and team leaders
- Stay informed of relevant diversity and inclusion legislation.
- Be familiar with university diversity and inclusion policy and procedures.
- Value diversity as a team strength and strive to create an inclusive culture.
- Recognise and reward inclusive behaviour and practices.
- Be aware of potential unconscious bias or non-inclusive practices.
- Address behaviour not aligned with university values or code of conduct.
- Support staff to be involved in Employee Networks, forums and consultation.
- Be aware of team needs and support workplace flexibility, including reasonable adjustments.
Senior leaders and managers
- Take the lead in championing diversity and inclusion.
- Walk the talk – model inclusive behaviours and practices.
- Use workforce data and actively seek to increase workforce diversity.
- Take action and hold yourself/others to account for diversity and inclusion goals and practices.
- Recognise and reward inclusive behaviour and practices (including through Rewarding Excellence Daily (RED) reward and recognition).
