Futurespace courageous conversations: Diversity, equity and inclusion

Do you bring your whole self to work? Can you express your thoughts and ideas freely? Do you feel safe, valued and respected? Does your workplace feel inclusive? Would you recommend it as a great place to work to others?

New Zealand’s demographic landscape is constantly changing. We need to ensure our organisations keep up with this change and reflect the communities we serve by being diverse and inclusive if we are to meet the needs of future generations and attract great talent to our businesses.

At Futurespace 2024, attendees discussed strategies for recruiting and retaining diverse talent, and effective steps businesses can take to genuinely lead inclusive work environments.

Inclusive recruitment practices 

Until he approached Morphum Environmental, Graduate Environmental Engineer Declan Schubert had encountered a challenging road finding a workplace where he could bring his full self to work: “I made a lot of attempts to apply to other engineering firms, but Morphum was the only one that had an open approach with me. They practice genuine inclusion and diversity, rather than just having a badge.” 

When the autistic 33-year-old shared his concerns with Morphum People and Culture Lead Yuliya Schamrel about the proposed interview process, she changed the format to the benefit of all interviewees and the company now uses this new process for all its intern intakes. Read about its approach here. 

• Involvement of hiring managers: ensure hiring managers are actively involved in the recruitment process so that they are aligned with the company culture and values. 

• Blind CV reviews: implement blind CV reviews to reduce unconscious bias and ensure a fair evaluation of candidates. 

• Diverse interview panels: use diverse interview panels to provide different perspectives and make candidates feel more comfortable. 

Yuliya says: “It was great that Declan called me before the interview and disclosed his autism. Otherwise, I wouldn’t have known and would have proceeded with the panel interview that may not have suited anybody and Declan may not have started with us as an intern. In response to Declan’s call, we changed the process to a speed dating format. Every candidate had a ten-minute one-on-one conversation with each of the five team leaders, who had a different question. I also gave the candidates the five questions upon their arrival, and they had ten minutes to prepare before starting the rotation.” 

Create a sense of belonging 

Prior to a candidate starting with Morphum, the organisation asks them to share any neurodivergence with it so it can make the workplace better for that person. “We do this when they’re already safe, they have the job, but before they start. This gives us the space to prepare if they disclose that they are neurodivergent. Preparation usually involves having great information and leaders knowing what to do,” says Yuliya. 

And everyone benefits from having an environment in which people feel comfortable expressing themselves. Yuliya explains: “Declan shared his experience of being autistic during our neurodiversity week. Following this, people started talking more about neurodiversity, and leaders and other staff have announced their diagnoses – a sign that people are feeling more comfortable to share.” 

• Safe spaces: foster an environment where employees feel safe to express themselves and share their ideas. 

• Family environment: cultivate a sense of family and community within the workplace to enhance personal growth and development. 

Abley Associate Director – Transportation and Safe Systems Matthew Noon says leaders can help create a supportive and safe environment by sharing their own personal vulnerabilities and challenges. Read Matthew’s thoughts on inclusive leadership here. 

Hustle Group Director Anton Matthews says leaders are often afraid of how people might perceive or respond to them if they show weakness so it’s courageous to be vulnerable and share the truth even though it might scare you. Read how Anton embraced vulnerability here.   

Onboarding and mentorship 

Declan says Morphum continued to offer support once he started making him quickly feel at home: “The trick for me was having good instructions and the opportunity to ask questions and communicate. I was also given a buddy, which is helpful, but it’s important that they’re well prepared.” 

• Comprehensive onboarding: provide thorough onboarding and pastoral care to help new employees integrate smoothly into the company.  

• Supportive mentorship: establish mentorship programmes to support career development and retention, especially for underrepresented groups. 

Flexible and inclusive work arrangements 

Communication channels may differ depending on the individual employee so it’s important to be flexible. For example, it can be hard for autistic people or those with other neurodivergences to be present in meetings. 

• Multiplatform communication: use various communication platforms to cater to different generations, preferences and needs. 

• Flexible roles: be open to trialling different work arrangements, such as part-time roles or job-sharing, to attract a wider range of candidates. 

Ongoing feedback and development 

• Regular check-ins: conduct quarterly or more frequent check-ins to discuss career progression and address any concerns. 

• Training and development: offer training to support employees in adapting to changes and developing new skills. 

Leadership and culture 

• Lead by example: leaders should act with integrity and consistency, maintaining core values even during challenging times. 

Aurecon’s Industrial Mechanical Practice Leader Derrick Lauchlan says the increased pressure on people both professionally and personally in the current market is challenging. As a leader, he’s focusing his energy on ensuring that Aurecon continues to support all its people and tries to provide the right environment for everyone to be successful. Read the Diversity Agenda interview here.

• Courageous hiring: make bold hiring decisions to bring in diverse talent from adjacent fields or with non-traditional backgrounds. 

• Culture add, not fit: focus on hiring individuals who add to the company culture rather than just fit into it. 

Embracing a culture of diversity and inclusiveness is proven to have various benefits that go beyond simple profitability. Embedding these concepts is a work in progress for many businesses, but there are steps you can take to help set the wheels in motion. The Diversity Agenda offers some tips about how to embed inclusiveness in your workplace.