Australia's cultural view is flourishing with diversity, shaped by immigration that has welcomed nearly 7.5 million individuals since the conclusion of World War II.
Our nation boasts a rich tapestry of cultures, encompassing over 270 ancestries as well as serving as home to the world's oldest culture.
The 2021 census shows an interesting picture: 29.3% of the population comprises first-generation migrants, 22.2% second-generation, and almost half are third-generation Australians. *
In this environment it is crucial for small business to grasp the significance of diverse hiring practices. Our anti-discrimination and human rights laws address the diverse cultures we have become and inclusion in the workplace.
Not only understanding these laws but acknowledging it can be a strategic move for a business to consider embracing the diversity and the benefits that come from accepting a broader perspective.
What are the benefits?
Widening your talent pool – inclusive hiring can attract candidates with unique skills, perspectives, and languages. This strengthens your business as you are able to service diverse customers, who may have language barriers.
Building a positive company culture – adding to your workforce with people from different cultures can help other staff to relinquish long held biases and nurture cross cultural understanding.
Cultural Knowledge – bringing staff aboard from various cultures can increase your knowledge about how disability is viewed. Many cultures have a different outlook on disabilities, some find it shameful and expanding your understanding can help bridge awareness gaps.
Building Customer Loyalty – potential customers may want to know that your company embraces their culture by hiring people from their home country. This can spread word of mouth referrals and see a loyal customer base be part of your company.
What are inclusive hiring practices?
Defining what diversity and inclusion mean to your business – understand that diversity can be based on different types of people and sections within those types. There are many words to define and describe diversity other than gender and race. There is generational, neurodiversity, ability, and older workers to consider. Remembering that every person, even having held the same title or job may have had different experiences.
Write more inclusive job descriptions – Inclusivity starts from your first interaction, the job position statement or ad. Ensure that you use inclusive language, understand that not all people will have degrees or formal qualifications. They may have had life experience far beyond what a degree can give a potential candidate and it may be worth investing in the experience rather than the qualifications. For example, you may need a support worker and you define the position with Certificates and Diploma’s. This could discourage an older worker, who may have and old certificate and 20 years’ worth of experience in disability services from applying. You can always upskill your workers, remember, that investing in your staff encourages loyalty to you and your business.
Using your employee source to find other candidates - Often some of the best staff come from your other employee’s referring a friend or previous coworker. There is a level of trust already established and your current staff have insights that you might not. So spread the word before you advertise, it may cut down on your costs as well.
Look beyond the interview- Be realistic, some people are just not great at interviews, they become nervous and lose their edge under interview conditions. However, this doesn’t mean they won’t be a great prospect and amazing at the role. Try and fit the position description into your interview and ask about previous positions or customers. Let them tell a story about how they handled a situation, giving them an example to start with. Many nervous people come alive when they know the subject matter.
Accessible Recruitment processes – Make sure that you are thoughtful about the accessibility needs of individuals with disabilities. Look beyond the perceived barriers and think laterally about how a person can contribute and add value to your business. Understanding that someone who has a disability is already great at adjusting in their lives and they also have the potential to understand your customers better than you do.
What’s next?
Make accommodations – Staff from various cultural or religious backgrounds will naturally have different customs or conventions. They may want to wear headscarves or other head coverings; they may have cultural tattoos. Just because they are not wearing the same as everyone else doesn’t exclude them from having a normal working life.
Inclusive Onboarding – If you have just hired new staff, think about how you can make them feel welcome in your business. Simply organising a lunch with everyone bringing a dish from their country of origin can be an icebreaker that brings about inclusivity and shows your staff that you are embracing their culture as well as the bonus of trying yummy new cuisines.
Continuous improvement – Foster a culture for enhancement by reviewing and refining your inclusive hiring practices. Talk to your staff and get feedback on how they are feeling within the organisation. What could be changed or refined?
Its always good to examine how you embrace diversity or if it even matters, because you already do. Being armed with the knowledge of the laws and acts can help you to understand and build a business with an array of staff who compliment your customers.
If you would like to read further and understand your obligations for each State or Territory, please hit the links below.
Federal Laws and Acts
Australian Bureau of Statistics data 2021 Census *
We wish you well, as always
The Lama Care Team
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