All across Australia in December, the lights go up on hundreds of singing, dancing, and acting showcases as young people take to the stage to share their talents with family and friends.
One of my favourite uncle duties is taking my seat in the audience as my niece and nephew join their friends for their moment in the spotlight.
This year was particularly special, as one of the troupes consisted of young people who might not normally choose the stage: young people with a range of visible and not-so-visible disabilities. They took to the stage, in the glow of the spotlights, performing for their family and friends with such joy.
And they were good. Really good.
I was impressed to see that for this troupe, diversity, equity and inclusion (DEI) has moved beyond rhetoric and vision statements into practice. Their studio, MCPD (https://www.mcpddanceandcheer.com/), had a commitment to creating an environment where these young people could not only participate, but do so in the same way as their peers.
This is an ambition reflected in Castle’s purpose, which is, through inclusion, to open up a world of possibilities for everyone.
I have written previously about the impact of discrimination in the workplace on people with disability. Sadly, discrimination is one of the factors contributing to the low rates of employment participation of people with disability in Australia.
Addressing this impact starts with questioning ourselves on our actions and what we do in our professional and personal lives to create inclusive spaces and to address discrimination.
During Inclusion at Work Week in November, some of our employees shared their thoughts on what makes them feel included at Castle.
In a recent employee survey, 86% of Castle employees agreed with the statement that Castle is inclusive of all people. I am proud that we are not only taking our responsibility to address diversity, equity and inclusion, but that it is seen as a positive by our own employees.
But don’t just take my word for it.
The Diversity Council of Australia’s 2023-2024 Inclusion@Work Index highlighted that workplace inclusion significantly increases employee wellbeing. Workers in inclusive teams are 8 times more likely to be very satisfied than workers in non-inclusive teams, and 3 times less likely to leave their organisation.
The Inclusion@Work Index also shows a strong link between inclusion at work and team performance. Inclusive teams are 10 times more likely to be innovative than non-inclusive teams and 4 times more likely to provide excellent customer service.
As you farewell 2024, perhaps it is time to think about what impact diversity, equity and inclusion might bring to your workplace. And while the business case is abundantly clear, there is an even better reason to consider it. You might also get to experience the same joy I had when I watched a group of people simply accepted for who they are and appreciated for the talents they bring to the team.
If are interested in learning more about how you can increase diversity, equity and inclusion at your workplace, get in touch with us.