Dispelling negative discourse about diversity hires

There are plenty of people out there who could do the job better, but they missed out because the organisation wants diversity.

This phrase – or variations thereof – is often thrown around the workplace when the topic of diversity hires surfaces.

According to APM Employment Services Project Manager Marina Chalmers, comments like these are harmful to minority-background hires, and diversity programs should be integrated into all parts of company culture.

“Sadly, discriminatory comments are not uncommon in the workplace when it comes to diversity hires,” she said.

“It can’t just be about hiring a person to tick a box – it needs to be so much more than that.”

Identify your why

When it comes to hiring employees from diverse backgrounds, Ms Chalmers said companies needed to identify their why.

“They should question if it is part of a reconciliation action plan, if it is due to social responsibility or if it’s because they want their employees to reflect their community and customers,” she said.

“Once they have identified their why, it’s important to look across all parts of the business such as increasing carers in the workplace, maternity leave policies and flexible working arrangements.

“If they are going to try and increase First Nations workers, does the company celebrate NAIDOC Week? Do they acknowledge National Sorry Day?

“There are multiple facets of the business to be looked at as opposed to just the hiring policy.”

Do diversity programs work?

According to Harvard Business Review data, diversity programs get results when companies forgo control tactics and frame their efforts in a positive light.

The most effective programs spark engagement, increase contact among different groups or draw on people’s strong desire to look good to others.

Ms Chalmers said diversity training should be voluntary for staff and leaders, and managers should get involved to champion such programs.

“When the leaders are involved and the staff around agree, it’s more than just checking items off a list and hitting a number for a tender coming up for the future,” she said.

“It is something they want to succeed, so they work to make sure it succeeds.”

Sharing her sage advice for creating a successful diversity program, Ms Chalmers said to partner with an agency to assist with awareness training, help with recruitment and put a mentoring program in place.

“Agencies can also assist with understanding cultural awareness – for example, being more open to non-Christian holidays such as Ramadan,” she said.

“Having another outside organisation helps set this up and provides the organisational cultural shift, which is really important for people to be able to come into the business and feel welcome.”

Diversity and inclusion at Crown Perth

Leading the way for diversity and inclusion is Crown Perth, which is driving positive change through its programs, like CROWNability and the Indigenous Employment Program.

Adding to the list is the recently launched employee-driven Crown Women Employee Resource Group, aiming to empower and provide a support network for women at all levels of the organisation.

AIM WA’s landmark executive development program for First Nations leaders

“CROWNability is Crown Resort’s program for creating a disability-confident organisation through the provision of meaningful employment opportunities for people with a disability,” Crown Perth Chief Financial Officer Brian Pereira FAIM said.

“Now in its 10th year, CROWNability continues to work closely with industry partners and stakeholders and has successfully provided employment opportunities for more than 900 people with a disability across Crown Resorts.

“Crown Resorts has also employed more than 1000 Aboriginal and Torres Strait Islander team members as part of the Indigenous Employment Program.

“This year, we’re proud to support two of our Perth team members to take part in AIM WA’s BEEDIYAR executive development program and provide an additional place for another Aboriginal or Torres Strait Islander person in the program.”

Mr Pereira said diversity and inclusion programs assisted Crown Resorts in attracting a wider pool of candidates.

“Internally, it brings benefits like increased team member engagement, collaboration and satisfaction, and allows us to be more innovative and improve our decision-making due to diversity of thought and experience,” he said.

“As we reflect on the diversity of our society, it helps our team have a better understanding of our guests’ backgrounds and the communities in which we operate, so we can deliver the best experience possible to guests.”

Crown Resorts Reconciliation Action Plan Manager Adam Casley said it was important to acknowledge that part of the reason why diversity programs were necessary was because, historically, certain groups had been discriminated against in employment.

“Education is the key to avoiding discrimination or unwelcome discourse about diversity programs,” he said.

“At Crown Resorts, we do this through formal training on things like unconscious bias, cultural competence and inclusive practices.

“Cultural awareness training and learning about our CROWNability program is a mandatory part of our onboarding process.

“We also recently conducted unconscious bias training for senior leaders.

“It’s also important to demonstrate the value which people from all backgrounds bring to the organisation by actively showcasing and celebrating diversity programs, along with the achievements and contributions of diverse team members.”

Discover why diversity and inclusion policies are so important with How to celebrate diversity at work