The Christmas break gave us time to reflect, reconnect with our thoughts, and see things from a balcony view. Can we even remember those pearls of wisdom from one mere month ago?
Facing the challenges of the year ahead, it’s hard not to recognise that many problems live in how our people behave.
As I have engaged with you on equitable workplaces over the last two years, I know this is important to you.
You know you want to lead in a company where people feel heard and valued regardless of identity or difference. It makes sense. Sure, you have compliance reporting coming down the track, but more than that, the business benefits are profound and holistic, and it’s just the right thing to do.
So where’s the mud? Cultural stuckness comes from the belief that things can change for some without changing for others. You know the people by name who want to change things without any material change to their own circumstances. We all need to make changes, particularly those in leadership roles. Those changes involve facing fear and vulnerability. Do we have the courage to do that? Can we afford not to?
One of the kickbacks of ‘marker days’ like IWD and Pride is that your people see them as tokenistic and lacking in follow-through for the rest of the year. That’s not a good look.
Imagine, instead, being able to stand up and say, ‘We hear you and value you every day, this is a year of action’.
How would you demonstrate that?
How would you live it?
I have spent over a decade advocating for equitable workplaces. I have worked with hundreds of companies. I’ve seen what works, and I’ve seen what doesn’t.
I want to share my experience and my top five easily implementable actions that can make a real difference in your culture, fostering equity internally and unlocking social impact within your community – every day.
2024 is the year of action. What are you going to do?
