In FY21, we reframed a singular focus on diversity to diversity, inclusion and belonging (DIB) and evolved our DIB approach to an integrated, leader-led initiative that is owned by the whole organisation.
Key achievements in FY21 which have supported this shift include:
- positioning DIB as a key driver of culture and performance, which is owned by everyone in the organisation
- realigning the DIB governance model through the evolution of a DIBs Governance Forum (previously a Diversity Forum), of which all of the Executive Committee are members
- an annual calendar of DIBs events designed to develop awareness, understanding and the opportunity to celebrate what makes us different, and unites us
- reviewing and adopting a new set of diversity principles, which are now embedded in all talent and organisational development processes, and
- measuring employee experience through a diversity lens and proactively considering and influencing how experience differs across the organisation.
Our renewed commitment to DIB comes with executive leadership and includes, among a range of focal points, zero tolerance for gender-based and sexual harassment, as well as increased support for victims of domestic and family violence.
Vicinity continues to be members of the Australian Network on Disability, Pride in Diversity and Inclusive Australia as well as remaining an active member of the Diversity Council and Property Coalition of Change.