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A ‘one size fits one’ workplace approach that recognises that the way employees engage with work, depends on a range of differing expectations, that reflect a variety of personality styles, cultural preferences and professional needs.
Discover moreThe events of this past week have been devastating to us all and cannot be condemned strongly enough. Given that we, as an organisation exist to promote tolerance and inclusion, we wanted to share some of our thoughts about the Christchurch attack. Not so much about the events that occurred, but really on the implications for each of us as we reflect on our own individual perspectives.
Discover moreAs 2018 draws to a close, we reflect on the busy year we’ve had, the wonderful clients we’ve worked with and all the achievements along the way! In this spirit, we want to say thank you to you our clients, subscribers, partners and friends who have inspired us to do what we do and who keep pushing us forward to ‘Make Difference Count™’.
Discover moreRecently Dubai residents were alerted to a blatant example of unfair discrimination by a local nursery school, who were recruiting a new teacher. The incident was highlighted in the Dubai media and created renewed interest in the topic of unfair discrimination in hiring practices, drawing attention to the organisational risk of prosecution for those who flout the law.
Discover moreWatch our interview with Carys Richards, VP of Talent Management as she explains how Mastercard’s D&I initiatives are positioning them an employer of choice in the region.
Discover moreThe world’s tallest tower, the Burj Khalifa was plunged into semi darkness on Tuesday night 25th September 2018 in a striking bid to drive home the importance of gender equality. In solidarity with a global movement initiated by the United Nations, The HeForShe Campaign, the top portion of the building went dark whilst the bottom was brightly lit up. This was intended to act as a visual metaphor of what will happen to the world if women are excluded from society.
Discover moreThe level of diversity activity in our organisations in recent years has been unprecedented, but are people feeling the benefits, asks Carol Brown.
Imposter syndrome is a psychological pattern in which an individual doubts their accomplishments and has a persistent internal fear of being exposed as a "fraud", despite external evidence of their competence. Those experiencing this phenomenon struggle to shake the belief that they do not deserve all they have achieved and incorrectly attribute their success to luck, or even worse, believe that their success has come about as a result of deceiving others into thinking they are more capable or intelligent than they actually are.
Discover moreIn answering this question, you may be tempted to think about tripping hazards, workplace accidents or health and safety standards. But how often do you think about psychological safety? Psychological safety relates to the organisational or team climate and how safe people feel in speaking up and bringing a different perspective into the discussion.
Discover moreAs New Zealand employers, I urge you to think about the role you can play in helping to build New Zealand’s economy by tapping into this valuable resource. New Zealand’s quote of refugees is small – around 750 p/a. Talking to a handful of former refugees around the table last night, I was hugely inspired by their stories. People like my friend Mitchell Pham, who came to New Zealand as a child from Vietnam, without his family and is now co-founder, director, international development director of the Augen Software Group, a company with offices both in New Zealand and in Vietnam. He is also Chairman of NZ Tech and making phenomenal contributions to the tech sector not just in New Zealand, but globally.
Discover moreWe had the opportunity to sit with Amdaou Diallo - CEO of DHL Middle East & Africa, and talk about range issues and ideas around Diversity & Inclusion. This four part podcast contains incredible insights into how one of the best CEO's strategise their Diversity & Inclusions practices.
Discover moreIn March 2018, Diversitas and Hopscotch joined hands to sponsor a research project, which was aimed at understanding the appetite of employees and job seekers in the UAE for flexible work. On the 20th June, we gathered together to discuss the key findings of this research at our Flexible Work Breakfast.
Discover moreWe sat down with our CEO Carol Brown to hear about the real story behind why she founded two diverse, unique companies, and what her driving motivations are as an Entrepreneur in the Technology and Diversity space. If you didn't know already, Carol is the founder & CEO of both Diversitas & RoleWorks.
Discover moreHaving delivered similar workshops in many other organisations, we have the opportunity to see what really works and what doesn’t and the approach that DOC has taken is worthy of a special mention. What sets DOC apart is the strategic approach they are taking to D&I and the integrated way in which they are embedding their training in the overall D&I framework. Below I’ve outlined the work DOC is undertaking which not only reflects ‘best practice’, but also demonstrates a sincere commitment from the top to work towards being a leader in this space:
Discover moreDiversity and Inclusion being of particular interest to us as an organisation, we asked Tracy May, Managing Director of Diversitas to share her reflections on the opportunities and challenges D&I can present to us in our workplace.
Discover moreWhat's driving our decisions and behaviour and why does it matter? Tracy May sits down with Carol Brown to talk about how unconscious bias drives these decisions and why they're worth examining.
Discover moreIn an age, where everyone is talking about the benefits of diversity on the one hand and the need for merit based appointments on the other, it bears thinking about how these two marry up and whether they can comfortably co-exist?
Discover moreSmart organisations are starting to sit up and take note of the potential impact biases may be having on critical decision-making. Many are undergoing training and putting in mitigation strategies and are reporting better performance and greater diversity of thought.
Discover moreMany of us are familiar with the great benefits that diversity offers for learning and forging creative solutions — personally and at work. It invites us to go beyond what we know to experience a different lens on the world. But what about when enthusiasm for differences wanes and overwhelm and...
Discover moreThe time has come to confront perhaps the biggest barrier of all to flexible work design in New Zealand organisations – The flexibility Stigma!
Discover moreThere is still some perception that flexible work is the domain of millennials – That for Baby Boomers and GenX, the notion of flexible working is a relatively new concept, and while it would be nice to have, it isn’t the deal breaker that it is for younger workers. There is even a widely held belief that it is the younger workforce who is forcing the hand of employers to make the change! Our research suggests that it isn’t so simple.
Discover moreUp until recently, the belief was that common sense and emotional intelligence (EQ) were enough to support leaders when dealing with diversity. However, research has shown that common sense is often not common and that even EQ is not enough.
Discover moreRoles are agile and changing – many won’t even exist in 10 years- time. How do we support managers to have meaningful performance discussions, when they lack the critical real time data and insights to drive that discussion?
Discover moreThe CQ Wheel. A 3min video outlining our approach to understanding and developing Cultural Intelligence.
Discover moreThis recently released 2015 Deloitte Millennial Survey highlights the importance of businesses focussing on people and purpose as much as product and profit.
The Power of Parity: How Advancing Women's Equality Can Add $12 Trillion to Global Growth
Organisations have never been better placed to leverage the diversity of thought and innovation of their workers to create sustainable business solutions. But are they making the most of this diversity to encourage new thinking, asks Carol Brown.
"Evidence shows that diversity, especially gender balance, at all levels of an organisation, means better decision making and organisational performance. Whether you’re a small to medium enterprise or a larger employer, having a diverse workforce will create diversity of thought which, in turn, leads to improved innovation and a better understanding of your customer’s needs."
Flexible Work Design: A Strategic Imperative in New Zealand Business
New Zealand’s population is changing faster than the ability of our businesses to seize the opportunity that this change brings.
Discover moreWhen shifts in the global workforce become trends, and those trends continue to gain momentum, it’s imperative that employers consider how they will respond. The growth of the Workforce as a Service (WaaS) is one such trend. Is your organisation ready to deal with a highly skilled workforce who are critical to your success, but are not your employees?
Discover moreResearchers examined around 500 mergers and acquisitions and found that, when faced with a takeover bid, companies with corporate boards comprised of a higher proportion of women were more likely to seek outside advice from top-ranked financial advisors.
Read moreEqual pay for equal work isn’t typically a mantra you hear from the chief executive of a multibillion-dollar company. Yet Salesforce CEO Marc Benioff is taking the radical step of reviewing employee salaries to ensure men and women are paid fairly.
Read moreAccording to the 2014 New Zealand Staff Turnover Survey, conducted by Lawson Williams Consulting Group and the Human Resources Institute of New Zealand, staff turnover has remained relatively stable throughout the year.
Read moreHigh street fashion chain Cotton On has become the first company to attempt to invoke the Government's 'tea break' law, First Union claims.
Read more"Germany on Friday became the latest and most significant country so far to commit to improving the representation of women on corporate boards, passing a law that requires some of Europe’s biggest companies to give 30 percent of supervisory seats to women beginning next year."
Read morePowerToFly President Katharine Zaleski admits: “I didn’t realize how horrible I’d been – until I had a child of my own.”
Read moreWaiter Is That Inclusion In My Soup? A new recipe to improve business performance
