Building a Stronger Tomorrow: Our Journey Towards Diversity, Equity, and Inclusion

In the ever-evolving landscape of business, Diversity, Equity, and Inclusion (DEI) have become vital for progressive organisations. Mostly because DEI is an ethical imperative; but it's also a strategic imperative for the success of attraction and retention, and overall employer branding of an organisation. There is a realm of information of DEI which you can gather from international employee surveys such as Hays but I wanted to facilitate a conversation on DEI more appropriate to the business landscape of PNG and utilising our research and insights here at Peopleconnexion.

The Imperative for DEI in Today's Business Landscape

In our fast-changing economy, the call for meaningful DEI action has never been louder. It is something which candidate’s and employees alike now expect as a need in a company, rather than a nice to have. Hays data reveals, DEI initiatives have been on the corporate agenda for years, but the needle has barely moved and this may be something my HR colleagues may agree with. Gender pay gaps in Australia and New Zealand have widened, with an estimated 132 years to close the global gender gap and PNG follows this with slight improvements, but not stark differences. ?In our recent PNG 2022/23 Salary Survey, our gender diversity figures showed only 18% of women in PNG hold director positions. In addition, the wage gap as reported by median salary % in proportion to men shows:

• Junior (0-3) years: 85%
• Mid-level (4-9 years): 84%
• Senior (10+) years 72%.

?The Competitive Edge of DEI

Competition for talent remains a top challenge for any company in any industry. ?As mentioned, DEI is not just a moral compass; it's a strategic one, and a big component of an organisations Employee Value Proposition (EVP) – what makes you an attractive employer of choice. Our collective experience underscores that a diverse and inclusive workplace isn't just a feel-good concept; it's a powerhouse for success. 78% of professionals believe that an organisation's DEI stance is a pivotal factor when considering employment. In a number of employee engagement surveys we have conducted across PNG, DEI statistics show a below average on factors such as ‘I feel heard when I speak up’, ‘I feel that my opinions matter’, ‘I feel I am compensated fairly’, and ‘staff are treated fairly when they make mistakes’. While this is most certainly not a representative data set across PNG, the data does speaks about the inclusion and support employees may be feeling.

The Need to close the Diversity Accountability Gap

As our data highlights, there's a chasm - the "diversity accountability gap." While 53% of employers have a DEI strategy in place, only 22% hold their leaders accountable for DEI outcomes. This is where we need to bridge the divide between intent and impact, between having a DEI strategy and realizing its full potential.

Peopleconnexion's Path to Progress

At Peopleconnexion, DEI isn't just a mantra; it's a mission. We understand that DEI's essence lies in recognizing, valuing, and celebrating differences, whether they be related to race, gender, age, sexual orientation, disability, or cultural background. We've integrated DEI into our culture, ensuring that every voice is heard, respected, and valued.

Our journey is built on tangible steps:

• Diverse Hiring: We've embraced blind recruitment processes to eliminate biases in hiring.
• Inclusive Leadership Training: Our leaders receive ongoing training to champion inclusive leadership.
• Employee Resource Groups (ERGs): We foster platforms for employees to connect, share experiences, and drive change.
• Mentorship Programs: We've established mentorship programs to help all employees advance in their careers.
• Supplier Diversity: We're not just diverse within; we extend this diversity to our supply chain.
• Community Engagement: We're active in our local communities, supporting initiatives promoting DEI.

Practical Tips to close the DEI Gap:?

1. Start at the Top: Leadership commitment is paramount. Make DEI a strategic priority.
2. Education and Training: Invest in DEI education and training programs to foster understanding.
3. Hiring for Diversity: Implement blind recruitment processes, consider diverse talent pipelines, and challenge biases.
4. Mentorship and Sponsorship: Develop programs to help underrepresented employees advance.
5. Employee Resource Groups: Encourage the formation of ERGs for valuable insights.
6. Transparent Reporting: Regularly assess and report on diversity metrics. Transparency is the key to progress.
7. Community Involvement: Engage with local organizations and initiatives promoting DEI.

Let's Share and Learn

One of the greatest lessons is , there's always room for improvement. While I have provided some insights here, I would love to hear the insights of fellow HR peers and professionals’ insights and experiences on DEI. What initiatives have worked for your company? What challenges have you faced? Let's build a more inclusive and equitable future together, not just for our organisations, but for better understanding and grasping DEI in PNG as a whole.