Diversity of Thought


Human Capital Redefined by Systems and ISO Diversity and Inclusion .

ISO Diversity and Inclusion Accreditation

Our ISO Diversity and Inclusive Leadership Assessment tools are the first of their kind designed to answer the specific question “how can i be more inclusive across an entire workplace.  Diversity Australia is the leading National and International professional services firm specialising in diversity, inclusion, unconscious bias and cultural change. We are passionate about building strategies for all organisations that promote a diverse and inclusive culture to support a high performing workforce setting a new standard for diversity globally using our Inclusive Leadership Index Data driven by our tools that are validated Globally by Accredit Global for ISO Diversity and Inclusion Accreditation Audits aligned to ISO/AWI 30415 Diversity and Inclusion Certification. 

Inclusive Leadership 360 Index

Our discovery and diagnosis tool with organisational communication indexing through our Leadership 360 Culture Survey™ framework offers you the most comprehensive example of how your Leadership Circle functions and how we support them to help them to become more effective leaders. Our Diversity Programs offer effective Diversity and Inclusion strategies that focus on changing practices by influencing behaviour at an individual , team and organisational level.  Our programs are specifically designed to address an organisation’s unique needs in order to make a positive impact and drive change.

Cultural Awareness and Sensitivity

Our programs can be implemented across a range of frameworks allowing flexibility, sustainability and inclusiveness to be achieved with minimal impacts to an organisation’s operations.  These programs can be run as either a ‘stand-alone’ initiative within your current diversity strategy or seamlessly integrated into your existing development framework in order to achieve the best possible outcomes for the organisation.

Diversity and Inclusion  Audits

Diversity is even more relevant due to the inter connectivity of global markets. The world no longer operates in silos, nor do businesses. To remain competitive, organisations must understand the preferences and needs of their diverse customer base, which go beyond simply race and gender. The intricacies of knowledge necessary to serve a wider market share require that leaders be open to all possibilities and ideas, ideas that can only come from people with widely diverse backgrounds.

Recruitment Bias Assessments

At a Human Capital / Talent Management level, an understanding of “unconscious bias” is an important new facet with  the level of engagement required to manage diversity and inclusion issues and how they impact on talent management decisions in organisations every day.

Respectful Workplace Program

The Respectful Workplace Program provides individuals, work teams and Departments with healthy options to address the issue of workplace conflict. This program offers confidential coaching and consultation on specific conflict situations; mediation, facilitation and problem solving supports; workplace assistance when conflict affects an entire group; learning and development in conflict management and building a respectful workplace environment.

Gender Equity Parity Programs

This workshop aims to build unconscious bias awareness and inclusive leadership practice that actively seeks and values the full contribution of diverse people, skills, perspectives and experiences.

Health and Wellbeing

Wellness is the state of being in good health in all aspects of our lives. We use a global assessment tool called Cognexity which  measures the key elements on a week by week basis, which accurately reflects employees’ everchanging wellbeing. www.cognexity.com 

Workplace Bullying Audits 

Employers should take all reasonable steps to prevent bullying before it becomes a risk to the health and safety of its workers and others in the workplace. This is best achieved through a risk management process audit. This Workplace Bullying Audit process should include:

  •     identification of bullying risk factors;
  •     assessment of the likelihood of bullying occurring from the risk factors identified and their potential impact on the workers or workplace;
  •     eliminating the risks, as far as reasonable practicable, or controlling, or minimising, them as far as reasonable practicable; and
  •     reviewing the effectiveness of the control methods put in place and the process generally.

Inclusive Leadership Audits

Our discovery and diagnosis audit looks at organisational performance through an Inclusion lense focusing on Innovation, Creativity and Business Perfoirmance.  Our framework offer firms the most comprehensive example of how your Leadership Circle functions and how we support them to help them to become more effective leaders.  www.inclusiveleadership.com.au 

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