Enabling and embedding inclusion

DPC acknowledges that organisational change takes time.

The implementation of diversity, inclusion and equity strategies in workplaces should work to eliminate all forms of discrimination (compliance case), add value to the organisation and provide a return on investment (business case) and ensure that we examine power and privilege and address areas of disadvantage (ethical case).

Diversity, inclusion and equity (giving everyone what they need to be successful) needs to be a lived and breathed experience.

Achieving authentic inclusion is realised when there is a shared sense of purpose and belonging and where everyone’s contributions are included and valued. It is a transformational journey for both the individual and the organisation, with people being at different stages of maturity, from being:

  • compliant and risk minimising
  • aware
  • committed and reflective
  • aspirational and strategic
  • authentic

DPC acknowledges that fundamental organisational change takes time and as such programs need to be built on year on year.

The following Organisational Diversity and Inclusion Maturity Model shows the five stages of maturity including some measures, indicators and enablers. Every year we are looking to build our maturity and move to an authentic stage of diversity and inclusion practice.

Individuals and teams can move across these stages, depending on their:

  • level of awareness
  • understanding
  • need and commitment to diversity
  • inclusion and equity principles and initiatives