Yeah, it’s really difficult to actually genuinely know because we don’t actually have a lot of data pre COVID on the representation, and I guess employment status of Indigenous Australians. It’s about ensuring that Indigenous Australians have those opportunities to be heard, listened to, and provided the opportunities that for too long were taken away from them.
I think that Corporate Australia’s probably making up some of the gaps that government hasn’t played in this space for a long time. Specifically, if we look at it from an Indigenous perspective, it’s about ensuring that Corporate Australia is also taking that real leadership towards reconciliation. Bringing these questions, it’s about why do people want to come and work for my company? And sure, you just want to work for a company where every day you feel recognized and you feel celebrated. When employees feel empowered, they’re recognized, they’re celebrated and therefore they’re more engaged. It also really drives employee engagement. I think that the research in this space, it’s pretty clear, right? That having diverse teams benefits us, whether it’s about bringing in new perspectives when you hire different people from diverse backgrounds, whether it’s around that fostering of innovation and creativity to make sure that you’re not to having same think, everyone’s thinking slightly differently. When we focus on employment and inclusion, and why it’s so important for us at Sodexo. But I’m really fortunate I get to work with an amazing bunch of Aboriginal and Torres Strait Islander people who are really committed to bringing some of our targets to life. So, a lot of the work that has been done has been done by my predecessors, and we wouldn’t be where we are today without them. I should probably context it by saying that I’m still relatively new to Sodexo. To learn more about what companies can do to offer Aboriginal and Torres Strait Islander people opportunities for sustainable employment, career development, training, support and culturally sensitive work environments. In this episode, we speak with Jacqui Bainbridge, Head of Indigenous Affairs, Diversity and Inclusion at Sodexo. Indeed, recognizes that there’s still a lot of work to be done to create a truly welcoming and inclusive work environment for first nation’s people. This is even higher among working Australians from minority backgrounds, such as one in five workers with a disability, and almost a fifth of working Indigenous Australians. In our latest survey conducted earlier this year, Indeed uncovered that 1 in 10 working Australians believe that COVID-19 has made the organizations worse at managing diversity and inclusion. While many organizations may think they’ve nailed their diversity and inclusion initiatives, their employees are telling a completely different story. In this week’s episode, we’ll be discussing welcoming Aboriginal and Torres Strait Islander peoples. I pay my respects to their elders past and present, and the Aboriginal elders of other communities who may be here today. Before we dive in, I wish to acknowledge the traditional owners of the land on which we’re meeting.
Welcome to the second episode of Hire Potential with Indeed. This podcast is an initiative of, the world’s number one job site with over 250 million unique visitors every month from over 60 different countries. In this podcast series, we’ll tackle the issues we face in the modern workplace, from diversity and inclusion, to remote working, accessibility, fair hiring practices, and more. I’m your host Jay Munro, Senior Country Marketing Manager of Australia at Indeed. Hire Potential with Indeed is here to demystify the process through the most powerful channel possible.
PROJECT MAY EPISODE 2 FULL
But the way many leaders and companies approach this is full of grey areas, uncertainty, and quite often fear. A welcoming workplace is built from the ground up with attention to diversity, inclusion, accessibility and openness.
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