Purpose Podcast Sterning Group

"Don't be scared of the conflict that will ensue when you introduce DE&I in the workplace"



Today on our podcast, we are thrilled to welcome James Hare, a dedicated advocate for Diversity, Equity, and Inclusion initiatives in the workplace. James's commitment to diversity and inclusion goes beyond mere buzzwords; it is the cornerstone of his professional mission and personal values.



James’ experience includes collaborating with passionate individuals and organisations on diversity and inclusion journeys. As the founder and owner of Equality Group and the diversity and inclusion committee co-chair for AHRI NSW Diversity and Inclusion Network (Australian HR Institute), James brings a wealth of expertise in fostering inclusive environments.



With a background in HR and employee relations, James employs innovative approaches to develop and implement policies and strategies that promote safety and inclusivity, ensuring individuals feel valued and empowered to thrive. His leadership extends to various volunteer and community roles, including AHRI Diversity projects, initiatives, and impactful public speaking engagements at conferences.



James's expertise spans consultation, group facilitation, program management, and business transformation, reflecting his commitment to learning, sharing, and connecting with like-minded individuals passionate about diversity and inclusion. Today we are discussing why conflict is commonly encountered when organisations introduce Diversity, Equity, and Inclusion initiatives into the workplace.



Key Discussion Points:




Can you please frame Diversity, Equity and Inclusion and what the differences are.


What is belonging? 


What are some familiar sources of conflict that arise during the implementation of DEI initiatives, and how do they manifest within organisations?


How can organisations proactively anticipate and address potential conflicts that may arise when promoting DEI in the workplace?


How can organisational leaders and HR professionals foster a culture of open communication and dialogue to address conflicts related to DEI effectively?


Can you share real-life examples or case studies of organisations successfully navigating conflict while implementing DEI initiatives? 


How can conflict contribute to positive outcomes and advancements in Diversity, Equity, and Inclusion efforts within the workplace when managed effectively?


The perception is that you are going to have a harmonious workforce when you focus in this area and that isn’t always the reality. What advice would you offer to organisations embarking on DEI initiatives to navigate conflict constructively and promote a culture of inclusion and respect?


Looking ahead, what do you envision as the future of DEI in the workplace, and how can organisations evolve and adapt their approaches to address conflicts and promote equitable and inclusive environments effectively?




(02:48) Differences between Diversity, Equity, and Inclusion.


(03:44) Belonging in the context of DE&I


(04:04) Common conflicts during DE&I implementation and their effects in organisations


(04:53) Strategies for organisations to anticipate and manage conflicts in DEI initiatives.


(05:45) How can leaders and HR encourage open communication to resolve DEI-related conflicts?


(07:18) Examples of organisations that have effectively managed conflict in DEI implementation.


(10:24) How can conflict positively impact Diversity, Equity, and Inclusion efforts when well-managed?


(15:44) Advice for organisations starting DEI initiatives to handle conflict and foster inclusivity.


(17:51) What is the future of DEI in workplaces, and how can organisations adapt to promote inclusion and equity?

We’re joined by Kylie, an expert in women’s health, to explore the typical symptoms and challenges women face during menopause at work. From hot flashes and fatigue to mood swings, navigating these symptoms in a professional setting can be daunting.



With a track record of assisting over 1000 women with a spectrum of symptoms, Kylie’s holistic approach extends beyond hormone balancing and metabolic reset. She emphasises reducing inflammation, stress, overwhelm, and anxiety to foster comprehensive wellness.



Kylie will shed light on how employers can create supportive environments by implementing strategies tailored to women experiencing menopause-related issues. We’ll discuss the importance of resources and educational materials that empower employees to better understand and manage menopause.



We’ll also explore how workplace wellness programs can be adapted to address the unique needs of menopausal women. From proactive measures like training sessions and support groups to fostering inclusivity and respect, Kylie will share insights on building a workplace culture that embraces menopause awareness and support.



Join us as we uncover actionable steps to promote women’s health and well-being during this transformative stage of life in the workplace.



Key Discussion Points:




What are the typical symptoms and challenges women may face during menopause in the workplace?
How can employers create a supportive environment for women experiencing menopause-related symptoms, such as hot flashes, fatigue, and mood swings?
Are there specific resources or educational materials that can be provided to employees to help them better understand and manage menopause-related issues?
How can workplace wellness programs be tailored to address the unique needs of women going through menopause?
Are there any proactive measures employers can take to promote menopause awareness and support in the workplace, such as training sessions or support groups?
How can companies foster a culture of inclusivity and support for women experiencing menopause, ensuring they feel valued and respected in the workplace?



Corporate Wellness Programs: 

https://kyliepinwill.com/corporate-wellness/



If you are interested in being interviewed for the White Paper, they are putting together to Improve Engagement & Retention In Top Female Talent by Supporting Peri & Menopause, book a time here: https://calendly.com/kyliepinwill/interview



(02:56) Typical Symptoms and Workplace Challenges


(07:02) Supportive Environment for Menopause Symptoms


(08:16) Educational Resources for Menopause


(10:03) Tailoring Workplace Wellness Programs


(11:29) Promoting Menopause Awareness


(17:25) Fostering Inclusivity for Menopausal Women

In this informative episode, we delve into the critical topic of gender pay equity with Natalie, the founder of equidi, a groundbreaking tech platform designed to empower businesses in closing their gender pay gaps. Natalie brings over 15 years of HR and people and culture expertise, having ascended to the C-suite before embarking on her entrepreneurial journey with equidi.



Key Discussion Points:


Journey from HR Leadership to Tech Entrepreneurship: Natalie shares her inspiring transition from being a Chief People Officer to founding equidi, driven by her passion for DEI, remuneration, and business strategy.


Insights from Workplace Gender Equality Agency (WGEA) Data: Natalie provides an overview of the latest findings from WGEA on gender pay gaps in Australia, highlighting key trends and implications for organisations.


Impact and Awareness of Gender Pay Gap Data: We explore the profound impact of this data release on organizational awareness and accountability regarding gender pay gaps, shaping strategies for future equity.


Challenges and Strategies in Addressing Gender Pay Gaps: Natalie discusses common challenges faced by organisations and offers effective strategies to overcome these barriers.


Importance of Gender Pay Equity: Natalie articulates the moral, ethical, and business imperatives for organisations to prioritise gender pay equity, fostering thriving and equitable cultures.


Role of HR Professionals in Driving Change: We delve into the pivotal role of HR professionals and leaders in driving efforts to close gender pay gaps, discussing practical strategies for meaningful progress.


Practical Tips for WGEA Reporting: As organisations gear up for the next wave of WGEA reporting, Natalie shares practical tips and insights to navigate this process effectively.



Join us as Natalie offers invaluable perspectives and actionable insights for HR professionals, leaders, and organisations committed to advancing gender equity and closing the gender pay gap.



About equidi:



equidi is a revolutionary platform that’s putting gender on the agenda. Providing you with real-time visibility over gender pay equity and workforce representation – across every part of your business on a single dashboard. With bespoke recommendations to guide the journey – equidi helps you set goals, track progress and lift performance every day.



About Natalie:



Natalie is the founder of equidi - a revolutionary tech platform that empowers businesses to close their gender pay gaps. Prior to equidi, Natalie crafted a successful career in HR/people and culture for over 15 years where she worked her way up to the c-suite. Natalie has worked in a range of different industries such as mining, oil and gas, and fast-growing tech scale-ups. Natalie is passionate about all things DEI, remuneration and business strategy, and she loves creating thriving, equitable cultures. Natalie’s background is in organisational psychology, and prior to founding equidi, she completed her senior executive MBA from Melbourne Business School.



(02:48) Journey from HR Leadership to Tech Entrepreneurship
(06:14) Insights from WGEA Data
(08:27) Impact and Awareness of Gender Pay Gap Data
(12:41) Challenges and Strategies in Addressing Gender Pay Gaps
(14:28) Importance of Gender Pay Equity
(15:41) Role of HR Professionals in Driving Change
(22:06) Practical Tips for WGEA Reporting

Learn about the benefits of flexibility and how to make it work for your organisation. In this episode, Bianca Clifton speaks with Francine and Ben Balestrieri, co-founders of WE: People Considered Together, a future-of-work HR consultancy. They share their insights on the importance of flexibility, the challenges of returning to the office, and best practices for implementing flexible work arrangements.



Francine is an experienced People and Culture Director, with extensive experience in driving organisational transformation and leading People and Culture teams across the HR spectrum. With experience across various industries and in both international and domestic contexts, Francine possesses a deep understanding of the diversity this brings and is committed to engaging companies with a more human-centric approach to enhance business performance. Francine is known for her pioneering future-of-work solutions, which have garnered recognition for promoting workplace equality and achieving high rankings in Best Places to Work lists. Her mission is to enrich the employee journey, elevate individual and team performance, and change the way we approach overall organisational effectiveness.

 

Ben is a results-oriented professional with a well-established track record of driving organisational growth and transformation. Boasting extensive experience in leadership, strategy, and operational excellence across diverse industries, his core expertise lies in harnessing data-driven insights and championing innovative solutions to tackle complex challenges. As a dynamic and strategic thinker, Ben brings a unique blend of leadership, a human-centric approach, and an unwavering commitment to excellence to every client and assignment. With a clear vision, adaptability, and a passion for continuous improvement, he leads the way in creative approaches to bringing the organisational strategy to life, taking every person on the journey and supporting learning in the process.

 

Together, as Co-Founders and Directors of "WE: People Considered Together," a future-of-work HR consultancy, Ben and Francine combine their distinct expertise to closely collaborate with organisations. They evaluate each company’s People & Culture maturity, and create innovative, aligned strategies through design thinking and genuine partnerships.



Join Bianca, Francine, and Ben as they discuss the following: 

🎙️Defining Flexibility

🎙️Benefits of Flexibility

🎙️Building a Strategy for Flexible Work

🎙️Best Practices for Implementation



This episode is full of rich expertise, thoughtful discussions and key takeaways that we hope will inspire your practice as an HR professional. 



(02:29) How do we define flexibility in today’s rapidly evolving work landscape?

(05:15) What are the benefits of flexible working arrangements for both employees and organisations?

(34:55) How should organisations approach building a strategy for flexible work and what are the best practices for implementing such arrangements?

(49:37) How to contact Francine and Ben

Discover how to handle employee absences and well-being at work in part two of this two-part series with Bianca Clifton and Melodi James. In part one, they explored the complex relationship between these two factors, the challenges faced by HR leaders, and effective strategies for improvement. Listen to the first episode here: https://open.spotify.com/episode/53QnSC5vDaumnzdl0OwRJY?si=e3a6fe719bea42b6



Melodi is an accredited mediator and experienced leader in Human Resources and Employee Relations and has worked across a wide range of industries including engineering, medical technology, professional services, online services, and healthcare. Melodi has experience supporting Australian and multi-national companies ranging from 100 to over 100,000 employees and has held people leadership roles with responsibility for leading and growing large teams of skilled HR/ER practitioners. 



Melodi’s expertise is in providing support for businesses and leaders to resolve employment issues and disputes, including hands-on experience in managing complex cases involving workplace conflict, performance management, grievance resolution, discipline management, medical capacity issues, and other employee and labour relations matters. 



In this episode, Bianca and Melodi unpack how: 

🎙️Organisations can implement a comprehensive wellbeing program.

🎙️HR leaders can craft customised strategies to address identified absenteeism issues.

🎙️Businesses can utilise flexible work arrangements as part of a wellbeing strategy.

🎙️Business can consider various factors when developing a well-being program.



This episode is full of rich expertise, thoughtful discussions and key takeaways that we hope will inspire your practice as an HR professional. 

 

(03:00) How does a company go about implementing a comprehensive wellbeing program

(12:15) If an HR Leader was looking to tackle an identified absenteeism issue, what would tailored strategies for this look like?

(45:46) How could businesses utilise flexible work arrangements as part of a wellbeing strategy?

(59:49) What other considerations might there be when developing a wellbeing program?

The second episode of the popular ‘Debriefing with the CPO’ series is here and our second guest is Angela Johnston – Chief People Officer at Achieve Australia. Achieve is a for-purpose community organisation that has been providing accommodation and services to people with disability since 1952. Achieve champion social inclusion, focusing on the individual needs and lives of the people they support.

Angela joined Achieve Australia as General Manager People Operations in 2021 and was promoted to lead our People Performance and Culture team in December 2022. 

An innovative and strategic HR leader, Angela started her career in human resources and industrial relations working for the Fair Work Ombudsman where she provided information on awards and employer obligations under the Fair Work Act to small and large businesses. 

During her more than a decade of experience working in the not-for-profit sector in Western Australia and NSW, Angela has held senior HR roles at MercyCare, CatholicCare and Ability Options. She has considerable experience and knowledge across most facets of workforce management including talent acquisition and retention, employee relations, HR strategy and workforce planning, remuneration and benefits, work health and safety, a range of systems and processes and change management.

Angela holds a Bachelor of Commerce and Environmental Studies, which she completed at the University of Notre Dame Australia on scholarship. She also completed post graduate study in employment law at Curtin University.

Listen in as Emma Egan asks Angela Johnston some questions around leading HR functions to foster employee engagement and positive workplace culture, HR technology and transformational change, supporting multi-disciplinary workforces, and her thoughts on the future of work and its impact on HR practices.



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(3:32) In your experience overseeing a broad spectrum of HR functions, what strategies have you found most effective for fostering employee engagement and creating a positive workplace culture? Can you share any specific initiatives or programs that yielded remarkable results?

(8:01) As an innovative HR leader, how do you stay up-to-date with the latest trends and advancements in HR technology? Could you highlight any particular HR tech tools or platforms that have significantly impacted streamlining HR processes or improving employee experience?

(13:12) Transformational change within organisations can be challenging. Could you share a case where you successfully led a cultural or technological change initiative, and what strategies did you employ to ensure smooth adoption and acceptance by employees?

(18:40) With your experience in leading HR functions across diverse industries, what are some key insights or lessons learned that you believe every HR professional should be aware of when effectively managing and supporting a multi-disciplinary workforce?

(21:10) As a strategic thinker and HR leader, what are your thoughts on the future of work and its impact on HR practices? How do you see emerging trends such as remote work, automation, and AI shaping the HR landscape, and what steps should HR professionals take to adapt and thrive in this evolving environment?