Towards a future of Diversity, Equity and Inclusion: A look through the lens of Top leaders in Australia

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What does a future of Diversity, Equity, Inclusion & Belonging look like for Australian organisations?

Well, in our webinar you will find out this and more from some our Best Workplaces List winners. We are also lucky enough to have UKG as our key sponsor and panellist.

In this webinar, you’ll discover best practices around DEI & B, how to best support underserved communities and learn about the next-level flexibility & benefits that Best Workplaces have in place.

In this session you’ll learn:

  • Best practices for DEI & B among Best Workplaces™
  • How to support underserved communities and First Nations People
  • Key next-level flexibility & benefits that Best Workplaces have in place and how you can implement them too

This webinar is designed for

  • CEOs and CHROs
  • Business leaders and decision-makers
  • Key people of influence in the organisation

About the speakers

Brian K. Reaves

EVP & Chief Belonging, Equity, and Impact Officer, UKG

In his role, Brian leads the company’s global belonging, diversity and equity programme, expanding existing initiatives while working to strengthen a culture built on trust, fairness and equality, so that every U Krewer can thrive in every stage of their career.

Prior to UKG, Brian served as Senior Vice President and Chief Diversity and Inclusion Officer at Dell Technologies. Earlier in his career, Brian was head of Diversity and Inclusion at SAP, and served as Global Head of Products and Innovation for the SAP d.Studio next-generation technology team.

Brian has held senior executive software development and management roles across industries and in tech sectors such as cloud computing, finance, healthcare, supply chain, utilities and telecommunications. He began his career as a software developer at the Xerox Corporation.

Mary Hogg

Regional Human Resources Director for Australasia, Hilton

Mary is Regional Human Resources Director for Australasia at Hilton. Based in Sydney, she supports a diverse portfolio of 28 hotels with 12 hotels in the pipeline across Australia, New Zealand and the South Pacific. As part of Hilton’s Asia Pacific HR Leadership Team, Mary drives people and culture plans to realise Hilton’s ambitious growth plans to double the region’s footprint within the next five years, with a focus on launching new brands and entering new markets.

Mary joined Hilton in November 2021 as the next step in her 20-year career in Human Resources. Initially based in the UK, Mary grew her career through a variety of sectors including the Police, Hospitality, Local Government and Education. In 2011, Mary relocated to Australia and after exploring the country, settled in Sydney and soon became the Australia/New Zealand HR Leader for the world’s second largest tourist attraction operator, Merlin Entertainments.

In 2018, Mary became the Regional HR Director for Asia Pacific with responsibility for people leadership across nine countries, including China, Japan and Australia. Born in the UK, Mary holds a BA Hons in Human Resource Management from the University of Lincoln and is a Chartered Fellow of the Australian Human Resources Institute. She is married with two children, is an active runner and explorer of new cultures and will usually have multiple books on the go at any time.

Karen Clancy

People Director ANZ, Specsavers

Karen leads Specsavers People and Organisation department, which supports the more than 8000 people working in Specsavers’ 400+ stores, as well as the more than 650 people working behind the scenes in the Support Office, lab, warehouse and in the field across Australia and New Zealand.

Karen is passionate about Specsavers people and takes great pride in leading the way to create an inclusive environment and culture where every Specsavers team member can thrive. Karen’s drive is also on display outside of work in her commitment to running, and you can always be sure she has packed her runners on every business trip.

The Host

Stuart Elliott

Strategic People Consultant, Great Place To Work®ASEAN & ANZ

Stuart is a highly experienced strategic Human Resources professional who promotes organisational change to transform people, drive performance and deliver sustained value.

Holding roles in both business and human resources at executive and general management level, Stuart has spent significant parts of his working career in some of Australia’s largest and most well-known banks and held roles across HR, change management, institutional banking and strategic management.

With expertise in areas such as understanding and driving organisational culture change and preparing for the future of work as well as Enterprise and Strategic Workforce Planning Stuart joins the Great Place To Work Australia team as our leading Strategic People Consultant to work with clients across Australia improving employee experience and engagement – and living out our mission – of making every workplace a great place to work for all.

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Great Place To Work® Best Workplaces™ in Australia 2023 Evaluation Methodology

Great Place To Work determines the list using our proprietary For All methodology. To determine the Best Workplaces in Technology list, Great Place To Work analyses the survey responses of tens of thousands of employees from Great Place To Work Certified™ companies in the technology industry.

Our survey enables employees to share confidential quantitative and qualitative feedback about their organization’s culture by responding to 60 statements on a 5-point scale and answering two open-ended questions. Collectively, these statements describe a great employee experience, defined by high levels of trust, respect, credibility, fairness, pride, and camaraderie. In addition, companies provide organizational data like size, location, industry, demographics, roles, and levels. Great Place To Work measures the differences in survey responses across demographic groups and roles within each organization to assess both the quality and consistency of the employee experience.

Statements are weighted according to their relevance in describing the most important aspects of an equitable workplace. Survey data analysis and company-provided datapoints are then factored into a combined score to compare and rank the companies that create the most consistently positive experience for all employees in this industry.

To be considered for the list, companies must be Great Place To Work Certified™ and nominate as a company in the technology industry.

We require statistically significant survey results, review anomalies in responses, news, and financial performance, and investigate any employee reports of company incompliance with strict surveying rules to validate the integrity of the results and findings. 

Great Place To Work® Best Workplaces for Women™ List Methodology

The Best Workplaces for Women™list is determined using Great Place To Work’sFor All™methodology to evaluate hundreds of Certified™Great Place To Work®organisations across Australia.   

Data is based on over 40,000 employee survey responses from women in Great Place To Work® Certified™ organisations across Australia. 

The survey 

The survey enables employees to share confidential quantitative and qualitative feedback about their organisation’s culture by responding to 60 statements on a 5-point scale and answering two open-ended questions. 

Collectively, these statements describe a great employee experience, defined by high levels of trust, respect, credibility, fairness, pride, and camaraderie. In addition, companies provide organisational data like size, location, industry, and the number of women in the workforce and management positions. 

Considerations 

Great Place To Work analysed the gender balance of each workplace, how it compares to each company’s industry, and patterns in representation as women rise from front-line positions to executive/C-suite roles. 
Survey data analysis and women’s representation figures are then factored into a combined score to compare and rank the companies that create the most consistently positive experience and opportunities for all women, regardless of their role or demographic background.   

Eligibility   

To be considered for the list, companies must be Great Place To Work Certified™. Companies must also employ at least 50 women. We require statistically significant survey results, review anomalies in responses, and investigate any employee reports of company in compliance with strict surveying rules to validate the integrity of the results and findings. 

Please note this list is NOT ranked. 

Great Place To Work® Best Workplaces™ in Australia 2023 Evaluation Methodology

Great Place To Work, the global authority on workplace culture, determined the Best Workplaces™ Australia 2023 List by conducting annual workforce studies through our Trust Index Survey™ and Culture Management platform Emprising®, representing the voices of almost 50,000 employees across Australia.

Employees responded to over 60 survey questions describing the extent to which their organisation creates a great place to work For All™, meaning that the company empowers all individuals to reach their full human potential. Eighty-five percent of the evaluation is based on what employees report about their experiences of trust and reaching their full human potential as part of their organisation, no matter who they are or what they do. We analyse these experiences relative to each organisation’s size, workforce make up, and what’s typical in their industry and region. The remainder of the evaluation is an assessment of all employees’ daily experiences of the company’s values, people’s ability to contribute new ideas, and the effectiveness of their leaders to ensure they’re consistently experienced.

To ensure surveys truly represent all employees, we require enough people in each organisation to respond that results are accurate to a 95% confidence level and 5% margin of error or better. We review any anomalies in survey responses, news and financial performance to ensure there aren’t any extraordinary reasons to believe we couldn’t trust a company’s survey results.

 

Categories

These organisations’ assessment is based 100% on employee responses to the Trust Index survey.

For larger organisations with more than 100 employees, we also use our Culture Audit™ tool, asking organisations to share with us their practices, policies and programs to creating a great workplace For All™ and evaluating the approach they take.

Why do you say in one place your national list scoring is based on 85%/15% and in another place that it is 75%/25%?

We are explaining two different things:

1.  The criteria we evaluate

2.  Where the data comes from