Actions and example activities
Organisations will implement actions in ways that suit their own context. Example activities provide guidance.
4.1 Executives and managers address barriers to career progression experienced by diverse employees.
Example activities
- Executives and managers, with their teams, develop and implement inclusive practice principles in their branch and succession planning.
- Executives and managers consult diverse employees, including staff-led networks to inform initiatives to reduce specific barriers to career progression.
- Organisations identify and address structural barriers that limit diverse employees’ career development and progression.
For example, stereotypical leadership models may contain bias or may not recognise diverse leadership styles.
4.2 Executives and managers are capable of empowering all employees to develop and progress their careers.
Example activities
- Executives and managers increase their understanding of how systemic power structures can shape or limit willingness to pursue progression opportunities.
- Organisations include questions about inclusive leadership in 360 feedback and performance reviews for executives and managers.
This helps identify and address capability gaps.
Example activities
- Organisations develop a diverse workforce talent pipeline.
This includes entry programs, recruitment, promotion, secondments, development and retention.
- Managers facilitate mentoring and coaching opportunities, training, shadowing and higher duties opportunities for staff.
- Organisations have development processes that are transparent and equitable. These processes enable all employees to achieve career goals and aspirations.