Creating a diverse and inclusive workplace is everyone’s business, from the CEO to the newest recruit. So, while you may be actively seeking ​DEIB-committed employers, there’s still much you can do as an individual to help move DEIB forward in any workplace. 

Here are 4 ways that you can take responsibility for nurturing an inclusive workplace culture. 

1. Be aware of unconscious bias 

Unconscious bias is a tricky little devil, given that we’re generally not aware it exists! It’s a form of discrimination and stereotyping based on race, gender, sexuality, ethnicity, ability, age, and so on. 

Unconscious biases don’t necessarily align with our conscious beliefs or declared beliefs, often hiding until they’re brought to our attention (which can be uncomfortably confronting). It could be something as simple as, ‘young, bubbly women aren’t ​intelligent’ getting in the way of her appointment, promotion, or the acceptance of her ideas. Unconscious bias can also be systemic, like ‘we only hire graduates from elite Australian universities.’ 

You can start unravelling these thought threads by: 

• understanding how individuals are impacted by unconscious bias and the actions and events that continue to reinforce them 
• explore, acknowledge, and question your own personal biases and assumptions 
• use a thought journal to help you process your findings. 

2. Champion feedback 

​​Millennials and Generation Z employees are often teased for their constant need for feedback, but the reality is, ongoing constructive feedback helps us improve. A strong feedback culture helps those who may feel marginalised or excluded transparently discuss how they’re feeling, so issues can be identified, and changes made. 

Unfortunately, feedback doesn’t come naturally to many. Develop your feedback giving and receiving skills, so you can nurture a psychologically safe environment around you, where you and your colleagues feel safe to speak up about wellness, prejudices, and unfair treatment. 

3. Be open-minded 

Hate to go all Captain Obvious on you, but a ​​diverse and inclusive workplace is going to be made up of cultural differences that can affect how people show up and interact at work. Being open-minded means being more inquisitive and introspective, acknowledging that people’s experiences may not look like your own. 

Practice asking more questions and listening instead of dominating conversations with your opinions. Show genuine interest in other people and learn something new about them, their career, and their hobbies. Also, consider doing your own research to further develop your understanding (that is, don’t just rely on individuals to ‘teach’ you the history). 

4. Speak up 

Be mindful that marginalised employees may be afraid to speak up and report discriminatory behaviour, perhaps fearing it may affect their career or further exclude them from their team. Nurturing a feedback culture may help bring these experiences to light but you may need to be the one who stands up for others and reports the hostile behaviour and prejudice to management. 

Speaking up for others demonstrates that you ‘have their back’ and helps to create a psychologically safe environment where everyone can feel like they belong. Hopefully, you can ​figure out whether your prospective employer is an inclusive DEIB champion before accepting your new role. 



Creating a diverse and inclusive workplace culture is in everyone’s interest. Whether upper management sets a committed DEIB strategy or not, it’s your responsibility to do what you can to help others thrive. We all have a part to play. 

If you’re ready to find an employer that sees you for who you are and the strengths you bring – get in touch with us.