It feels like only yesterday that I was looking at my 2023 calendar planning my blog on the trends of the year ahead, and now here we are, almost halfway through the year. As predicted, Ai has continued to dominate the discussion but equally, as a leader, I have seen the importance of diversity, equity, and inclusion (DE&I) in building a successful and innovative workforce remain at the forefront of discussions so far, in 2023. DE&I is not only a moral imperative, but also a strategic advantage for any organisation that wants to attract and retain the best talent today’s tight market.

Although sometimes it may start off this way, DE&I is not a one-time initiative or a checkbox to tick.

At Chandler Macleod (part of RGF Staffing group) it is now ingrained as a core mindset that we “prioritise social value”. This requires a continuous commitment and a holistic approach that involves every level of the organisation, from the leadership to the frontline employees. It also requires a clear vision with true purpose and a set of measurable goals that align with the organisation's social values.

One of the key aspects of DE&I relevant to our industry and for most organisations is recruitment and hiring. Recruiters, talent managers, and leaders need to be aware of the potential biases and barriers that may prevent them from accessing a diverse pool of candidates. They need to adopt inclusive hiring practices that ensure fair and objective evaluation of every applicant, regardless of their background, identity, or experience. They also need to foster a culture of belonging and respect that welcomes and supports new hires from different backgrounds.At Chandler Macleod, we work with external organisations such as Work180, to help us better understand how we can reduce personal biases and improve on or inclusive hiring practices. It is even as simple as using the tools around you like chat GPT, to help rewrite an ad with inclusive language.

Another key aspect of DE&I is retention. Organisations need to implement policies and programs that enable employees to grow and thrive in their roles, regardless of their background, identity, or experience. They need to provide opportunities for learning and development, mentoring and coaching, feedback and recognition, and career advancement. They also need to create a safe and inclusive environment where employees can voice their concerns, share their ideas, and celebrate their achievements. Our regular DE&I surveys ensure we continue to capture the diversity of all our people and continually improve and support our DE&I journey.

At Chandler Macleod, we are proud of our efforts and achievements in this space and the positive impact we are having on peoples’ lives. We were recently finalists in the the Banksia Sustainability award and have now been recognised as the winner of the Excellence in Diversity, Equity, Inclusion, and Belonging Awards by our industry peers at RCSA, for our support of women over 45 from disadvantaged backgrounds. These awards and recognition reflect our dedication to empowering women through our industry pathways and providing them with the resources and support they need to succeed.

We have also implemented various other initiatives to promote DE&I across our organisation, such as unconscious bias training, employee resource groups, flexible work arrangements, community outreach programs, and helping Indigenous families with sorry business.

Once you commence on your journey of embracing DE&I in your business, you will find it is not only the right thing to do, but also the smart thing to do. At Chandler Macleod we are committed to continuing our journey towards becoming a more diverse, equitable and inclusive organisation that values and respects every individual.



I invite you to join us in this journey and share your thoughts and feedback on how we can all improve our DE&I efforts. Please also share where you have also seen the benefits and the various initiatives that have helped transform your business and people.