I have written a proposed resourcing plan detailing some of the typical duties for these five specialist practitioners – including one who has specialised diversity data literacy (including pay equity analysis). This is not intended to be an exhaustive list, and you may add more duties that apply to your own plans. I have also suggested some additional costs – you get what you pay for, after all.
Last week, the Diversity Atlas team attended the TechDiveristy Awards, an event bringing together DEI practitioners and professionals to celebrate, support and reflect on the impact of Diversity, Equity and Inclusion on the Tech Industry.In all seriousness, the tech industry itself, from what we experience, are leaders in not just technical innovation (because that’s their job) but also, well, everything else, including DEI. This is presumably because they understand more acutely that diversity and inclusion leads to greater innovation and therefore productivity. The TechDiversity team, Soozer, Luli, Stacey and the crew put on a great night, it’s an awesome program, and we hope to be involved for years to come.
I promised in a previous article on the label CALD (culturally and linguistically diverse) to offer some concrete examples and/or suggestions of how we might all embrace a language of cultural difference and claiming identity which doesn’t unnecessarily draw divisions between us or unwittingly privilege the majority. It’s been a …
Recapping and Recounting:Our Transformational Recommendations for May In this newsletter, we will highlight some of the exciting developments from this month. We are thrilled to announce that Diversity Atlas will once again map the diversity present at the 2023 TechDiversity Awards. We’ve published a new article by our Cultural Ambassador Wanah …
Is it even possible to imagine a country where everyone has the same ideas, experiences, and perspectives, as well as the same set of problems and challenges? To the best of my knowledge, none exist. The concept of a homogeneous state is a myth in which humans, in an effort to exert control over other humans, have coerced certain groups of people (via hard or soft power) into sharing a common worldview, religion, and social norms.
Diversity, Equity and Inclusion (DEI) efforts usually focus on employee diversity, leaving consumer diversity and inclusion mostly unnoticed. Diverse hiring, as many studies have shown, can create a competitive advantage for organisations and facilitate efficient operational performance management; but the ideal recipe for an effective and successful business is when workforce diversity reflects the diversity of its customers.
In this newsletter we take a look at a recent interview between our CEO and Founder Peter Mousaferiadis and the Global Inclusion Online Forum, preview an upcoming webinar with our Cultural Attaché Quincy Hall and highlight Cultural Infusion’s contribution to the Capturing Cultural and Linguistic Diversity in Australia position paper by the AAG (Australian Association of Gerontology). We also spotlight our partnership with HerStory to stage the largest Global Summit for Women’s Stories in Washington DC, an important cultural date on our diversity calendar, and provide a product update on survey anonymity.
Is Anonymity Good or Bad? Depends on who you ask. On one hand, we believe anonymity means better data (because the participant is more likely to answer hard questions truthfully on an anonymous survey), and we also believe anonymity brings more data, in that when we offer an opt-in survey that asks ‘sensitive questions’, that guarantee of anonymity lifts response rates.
Societies are not secular and never have been. They are composed of people, and people come with their own values, rituals and religions or worldviews – their own ways of making sense of the world. (Note also that many belief systems that include cultural practices cannot be defined neatly in terms of a religious–secular binary.) Every one of us identifies to some extent with one or more of the 8500+ secular and non-secular traditions of humanity, traditions that are foundational to our sense of self and give daily expression, guidance and meaning to every aspect of our lives. For many people, their religion or worldview is the most important aspect of their identity.
In this newsletter, we discuss our CEO and Founder Peter Mousaferiadis’ presentation at the Not For Profit People Conference and the relaunch of our DEI discovery courses for 2023. We also share our latest research paper titled ‘A Study on Diversity Prediction with Machine Learning and Small Data’ and highlight the upcoming Close the Gap Day listed on our cultural calendar.
In this newsletter we are excited to welcome two new staff members to the Diversity Atlas team, announce our sponsorship of the 2023 World Gay Boxing Event, showcase an article in Apolitical written by our CEO and Founder Peter Mousaferiadis, highlight an important cultural anniversary and introduce updates to the Diversity Atlas platform.
It’s that time of year again, where arguments rise, some vocalise their dissent, others vocalise their dissent to the dissent, and others fear saying the wrong thing.
Australia Day has been celebrated as a national public holiday on 26 January since 1994, and marked by some Aboriginal people as a Day of Mourning since 1938. The date commemorates Arthur Phillip planting the British flag at Warrane (Sydney Cove) in 1788 to claim the area as a British penal colony.
Who doesn’t love a good success story? Who wouldn’t want to share their triumphs, more than their mistakes. Nevertheless, when we only take the good, and only consider what has worked in the past, we run the risk of running into an issue called ‘survivorship bias’. Let’s talk more about this as it relates to DEI.
