The one hour Diversity Special
Event on 2017-05-18 17:30:00
Successful organizations have their Diversity, Inclusion and Equity function positioned strategically and high enough in the organisation and its practitioners have enough autonomy and resources to do it well. There has recently been an explosion of diversity and inclusion work across Victorian workplaces and an emerging wave of diversity practitioners and consultants. With this comes new and emerging practices, ‘bold moves’, fad strategies, buzz words, overhauls or refreshes and ‘champions of change’. Because diversity challenges our deeply ingrained core beliefs about gender, disability, race, age, pregnancy and LGBTIQ, it can be difficult to shift hearts and minds. With this in mind: How do you stand out from the crowd? How do you decide on what to prioritize? How do you prove that your strategies are working? How do you make your case and get attention? How do you influence others and give them reason to act? How do you persuade people that change is happening and that it is good change? How do you ensure that the work has integrity, depth and is authentic? How do you manage expectations and juggle mutiple tasks? This session will help you to design, refresh, strengthen and reposition your diversity & inclusion thinking and practice with a clear narrative, rationale and authenticity. If this resonates, then this one-hour special is for you. Event summary 5:30 – 6:00 pm Arrival and networking (coffee & tea on premises)6:00 – 6:50pm Presentations6:50 – 7:00pm Q & A7.00 – 7.30pm Discussion for those who wish to stay back to chat with the presenters and other participants (optional) Come hear about: What’s at the core of the work, including the legal, business and social responsibility case What your organization is trying to achieve with your D&I strategy Streams, themes, and the culture piece___________________ The big picture and the sum of the parts Your approach – managing expectations, mainstreaming and unique challenges Incremental versus bold moves Some of the key issues that block D&I or make it thrive___________________ Shallow strategies versus those that address systemic issues The complexity and connections between different evidence (data sets) How to get people excited about diversity and inclusion and avoid cynicism Take away resources to be provided to participants: A sample three-year Diversity and Inclusion framework A list of ten things to do right now to make your organisation more inclusive Invitations to follow up workshops targeting specific areas (EEO, ALLY, Complex Issues, etc.) Is this your current checklist of diversity practice within your organisation? Clumsy diversity narrative; Cynicism; Diversity blind practices; Complacency; Diversity fatigue; Homogenous leadership; Ineffective EEO training; Inflexible and inconsistent practices; Lack of male engagement in gender initiatives; Limited resource; Little accountability; No critical mass at the leadership level; No groundswell of activity; No KPI’s on diversity performance; No self-initiation; No sense of urgency; No transparent or longitudinal evidence; Poor leadership; Resistance; Rhetoric not matching reality; Self-interest; Spin; A spike in discrimination and sexual harassment complaint; Your D&I function has minimal staff; Your gender equity people and diversity strategists buried a few layers down in your organisational structure. This session will help you to reposition your diversity & inclusion agenda. Speakers: Roman Ruzbacky – is an experienced diversity and inclusion practitioner, facilitator, complaints handler and former analytical chemist. He has worked extensively in the design and implementation of diversity and inclusion frameworks and strategies that have resulted in positive business and cultural outcomes. Roman is one of the few male diversity practitioners in Australia who specializes in gender equity. Roman is also Vice President of the Equal Employment Opportunity Network. Diversity, Inclusion, and Equity need to be a lived and breathed experience. Moira Rayner – is a practising lawyer, particularly in the high-risk area of managing workplace behaviors, conciliator, mediator, educator, social commentator and human rights advocate. Moira Rayner is best known in Victoria as its last Commissioner for Equal Opportunity. She has also been the Acting Deputy Director (Research) of the Australian Institute of Family Studies; a Hearings Commissioner of the Human Rights and Equal Opportunity Commission, and worked with major employers, universities, and government departments. Throughout her career Moira has been and remains committed to the principle that every person has and should be able to exercise fundamental human rights at any age, whatever their personal characteristic such as social origin, ‘class’, race, disability and gender, particularly to participate effectively in the decisions that affect their lives. Adrian Price – is an experienced Diversity and Inclusion consultant. Whilst having a broad range of experience in all aspects of diversity, inclusion, and equity, he has specialized in the design and implementation of strategies that genuinely make workplaces more inclusive for people of diverse genders and sexualities and people with disability. Adrian gives his full energy and enthusiasm – whatever the challenge – to make a difference to people’s lives.
at Cliftons Training Centre
400 Collins St
Melbourne, Australia