Asset manager Real Asset Management (RAM) Group has just been awarded Small Employer Bronze Tier on the Australian Workplace Equality Index for taking steps to become a more inclusive workplace for members of the LGBT+ community.
The achievement comes in the middle of a big year for the company which has made strong progress in other areas too, with a 50/50 gender split across the business and actions being taken to replicate that at the management level.
But inclusion has always been on the agenda for RAM, a company of over 80 Australian staff in a total global headcount of 170. It first took part in Diversity Council Australia’s (DCA) Inclusive Employers Index in 2021. Earlier this year, it received Family Inclusive Workplace accreditation. And each accreditations has only fueled the company’s desire to become the most diverse and inclusive workplace it can be, Suzanne Hutchinson, RAM’s HR Director, told Jobsbank.
Key lessons:
- It’s OK to seek help or support from external resources!
- Inclusive practices benefit all staff.
- Inclusivity has broad benefits for business.
Gathering data
Cementing the company’s inclusiveness has been a journey, and Hutchinson explained that the accreditation process through the DCA’s Inclusive Employer Index helped to show the path forward.
“It’s an anonymous survey that goes to all staff, and from that you get a lot of data on diversity, but also a lot of feedback on your inclusion practices,” she explained.
Staff were only too happy to help, embracing the opportunity to share their thoughts as part of the survey.
The data that RAM Group received indicated that the company’s cultural diversity was high, and that it generated benefits for the business. But it also led RAM Group’s leaders to drill down into other diverse segments within its workforce.
A Diversity and Inclusion Council was set up within the business, with different pillars aligning with key areas of diversity, like gender, LGBT+, and families. Subgroups informed by lived experience then manage the policies and procedures aimed at enhancing the business for those pillars.
Learning from others
Another step in the journey was learning from the information available externally.
An invaluable resource for RAM Group was Pride in Diversity, an employer support program specifically for LGBTQ workplace inclusion.
Hutchinson said RAM Group enjoyed the resources on offer, which highlighted what else they needed to do to become a inclusive employer from a LGBT+ perspective which included meeting the Australian Workplace Equality Index.
Aiming for accreditation with the next steps for RAM Group was to put in place processes and policies that would support diversity. Many of these policies – around things like surrogacy leave or foster carer arrangements – were intersectional in their application, in that they could extend to more than one diverse group. When RAM Group received Family Inclusive Workplace Accreditation, management saw that it dovetailed with the introduction of LGBT+ inclusive policies too.
Pride in Diversity helped RAM Group staff understand the updated terminology around the LGBT+ community, and ensure that correct words were used in the resources and policies being developed. Staff also undertook training on LGBT+ awareness.
Throughout it all, guides, policies and procedures were written and affirmed – which means they are now available to be referred back to and updated when needed.
The policies were embedded in the employee handbook for all staff to review and sign, and sessions were held to educate them on what had changed. Pride Month also provided an opportunity for RAM Group to celebrate its allyship, remind staff about the resources available to them, and demonstrate Pride in action.
“Being a smaller business… you [might] go on what you feel is the right thing to do. But as we’ve grown, writing them down, documenting them, making it clear, has been a beneficial result of these accreditations,” Hutchinson explained.
Why be an inclusive employer?
Being an inclusive employer helps employees to feel valued and safe, she said.
“It’s always true that if people can bring their whole self to work, they’re contributing to the team decision making and performance. They don’t have to sit there and self-edit. They can be their whole selves at work and perform to the best of their ability.”
This has benefits not just for staff, but for their employers too: employee performance is better when they are able to focus on their work without being weighed-down by other concerns.
Decision-making across the business is also improved when diverse employees are consulted and their lived experiences are considered, as these offer a plurality of perspectives that can lead to better outcomes.
For employers, embracing true inclusivity can also broaden the talent pool you have access to when hiring to fill new roles, Hutchinson added.
In RAM Group’s case, the business is promoting its inclusivity measures widely, and Hutchinson said she “definitely believes” this can help when looking for new talent.
Going forward, Hutchinson said RAM Group plans to keep its accreditations fresh and will consider ongoing training in various areas of diversity for staff.
“We’ve achieved a lot this year. It feels like it’s in a good place,” she said.
