Diversity and inclusion (D&I) might seem like corporate buzzwords that get thrown around but in reality, they’re good business. Whether you’re running a construction crew, a dental practice, a manufacturing plant or a boutique winery, creating a workplace where people feel respected and included leads to stronger teams and better outcomes.

What is diversity?

Diversity refers to the mix of people in your business. No two people are alike so if you think of all the differences and experiences, we mortals can bring to the table, the list is long but in Australia we have a list of protected attributes that help define diversity:

• Race
  
  
• Ethnicity
  
  
• Physical or mental disability
  
  
• Colour
  
  
• Age
  
  
• Sexual orientation or gender identity
  
  
• Marital status
  
  
• Family or carer’s responsibilities
  
  
• Pregnancy
  
  
• Religion
  
  
• Political opinion
  
  
• National extraction
  
  
• Social origin
  
  
• Breast feeding
  
  
• Intersex status
  
  
• Experiencing family and domestic violence
  

This list is just the protected attributes.  Think of the life experiences such as education, family experiences, opportunities and setbacks and all the other pieces of the puzzle that make us human and deliver all the nuances and differences that make us who we are.

Embracing diversity means recognising and valuing the contribution that each individual delivers and understanding that not everyone is the same.

What is inclusion?

Inclusion is about what you do with that diversity.

A business is inclusive when people feel like they belong. That means they:

• Feel safe to speak up
  
  
• Trust that they’ll be treated fairly
  
  
• See that opportunities are based on merit, not bias
  
  
• Can show up as themselves without fear of judgement or exclusion

Why diversity and inclusion are good for any business

No matter the size or industry, diversity and inclusion has real business benefits and there are a range of reasons for this:

• Better ideas and decisions - Teams with a mix of backgrounds and perspectives challenge each other (constructively), avoid groupthink, and come up with more creative and effective solutions.
  
  
• Higher retention and engagement - When people feel like they belong, they’re more likely to stay, perform well, and contribute to a positive workplace culture.
  
  
• Access to broader talent - If your hiring practices are inclusive, you’re not limiting your talent pool to one type of candidate. That gives you access to more skilled people—and can be a big advantage in a competitive hiring market.
  
  
• Positive brand reputation - More than ever, customers, clients, and jobseekers are paying attention to how businesses treat their people. A commitment to diversity and inclusion sends a strong, positive message about your values.

What are your legal obligations?

In Australia, there are laws that protect people from discrimination and harassment at work. This includes:

At the federal level:

• The Fair Work Act 2009
  
  
• The Sex Discrimination Act 1984
  
  
• The Racial Discrimination Act 1975
  
  
• The Disability Discrimination Act 1992
  
  
• The Age Discrimination Act 2004
  
  
• The Australian Human Rights Commission Act 1986

These laws make it unlawful to discriminate on the basis of race, sex, disability, age and other protected attributes (as outlined earlier) in employment.

In addition, you need to:

• Provide a safe work environment, free from bullying and harassment (which can include discriminatory behaviours)
  
  
• Take reasonable steps to prevent discrimination from occurring
  
  
• Handle complaints effectively and fairly
  
  
• Provide equal opportunity in recruitment, promotion and training
  
  
• Taking proactive steps to prevent unlawful conduct

At the state level, each state and territory also has its own anti-discrimination legislation. In Victoria and Western Australia, for example, these are the:

• Equal Opportunity Act 2010 (VIC)
  
  
• Equal Opportunity Act 1984 (WA)

These laws apply to recruitment, training, promotion, and everyday treatment in the workplace.

However, Diversity and Inclusion should not just be about meeting your legal obligations. Encouraging diversity and inclusion in your workplace has many business benefits as outlined above, and ensures that you are a socially responsible employer contributing in a positive way to your community.

What does inclusion look like in practice?

It’s easy to talk big picture obligations but what does diversity and inclusion look like in practice?  Some topline real life examples could look like:

• Construction: A site manager ensures safety briefings are delivered in simple English and translated if needed, making them accessible to a multicultural crew.
  
  
• Hospitality: A café adopts flexible rostering to support a neurodiverse team member who works best with routine and quieter shifts.
  
  
• NDIS or Allied Health: Inclusive hiring opens opportunities for workers with lived experience of disability adding value and understanding to client care.
  
  
• Manufacturing: Supervisors are trained to prevent unconscious bias during performance reviews and shift assignments.

Where to start?

You don’t need to overhaul everything overnight. Start with simple, practical steps:

• Look at your hiring process – Is it accessible and fair to all candidates?
  
  
• Train your team – Help people understand what respectful and inclusive behaviour looks like.
  
  
• Review, update and deliver your policies to your team – Flexible work, cultural leave, parental leave and complaints handling all play a role but there’s no use setting and forgetting your policies.  They will need updating and you must make sure ALL employees know what they are and where to find them if they are unsure.
  
  
• Lead from the top – Your team will take their cues from your words and actions.
  
  
• Establish a Diversity & Inclusion Committee - form a committee with interested team members to help undertake D&I initiatives, make recommendations and assist the business in viewing new policies and procedures through a D&I lens.

Need help? That’s what we’re here for.

If you want to build a stronger, more inclusive team culture (and make sure you’re meeting your legal obligations), we can help with policy reviews, inclusive hiring practices, workplace training along with tailored HR advice and support.  Contact the HR Staff n’ Stuff team and we can chat about your individual business needs.