Are we advancing D&I?

This body of research examines workplace perceptions and diversity and inclusion practices in Australian workplace settings. It compares results of studies conducted in 2016 with 2023: highlighting what has changed - advanced or receeded.

Findings have implications for practitioners in engaging and sustaining leader buy-in to advance D&I maturity, ensuring all talent can thrive essential for organisational excellence.

To access the full publication click below

This 30 minute PODCAST explores key dimensions of Unconscious Bias: how we come to have biases, and some of the neuroscience of making assumptions and short cuts in decisions we make about people. Wendy also provides some tips on how to keep our Biases in check.

James runs The Successful Advisor with the Mortgage Brokering sector and is a learning enthusiast.

To listen to the PODCAST click below

Do you sometimes feel a bit stuck?

You do meaningful work but where does can you elevate your impact as a D&I practitioner.

Use this tool to:

- Assess your current state D&I progress

- Share with leaders to engage their ideas for 'future state'

- Use to plan your next steps.

Click below to access the printable tool

Disrupting culture to achieve real change requires a generational shift in practice. This D & I Maturity model shows you the 'how to'.

Synopsis: Session presented at the International Conference on Diversity in Organisations, Communities and Nations, Granada, Spain July 2016

Inclusion can be elusive, difficult to pin down and even more complex in embedding as part of ‘..the way we do things around here’ – those unwritten rules which become the hallmark of a workplace’s culture.

Synopsis: Session presented at the International Conference on Diversity in Organisations, Communities and Nations, Patras, Greece, July 2019

Curious? Then check out my presentation titled Change is the New Normal

Delivered to the Igniting Leadership Program run by Leadership Victoria, this presentation has application for leaders, managers and employees alike.

Strategies to develop and implement an inclusive workforce strategy that engages all stakeholders, delivering social and commercial benefit.

Synopsis: Session presented at the International Conference on Diversity in Organisations, Communities and Nations, Vienna, Austria July 2014

This presentation explores a number of critical facets to the change phenomenon at work and equips leaders and managers with some fundamental 'must do's' to effect change.

View this presentation by clicking on the Read More button below:

People, Process & Culture: Changes in one asset arena requires support with relevant changes in the other two. Sound simple? It is, but how many organisations do not bother to ensure that the links are being made. It would be like changing the tyres on a car but not bothering to fasten the wheel nuts.

A white paper by Rose Holdsworth and Wendy Lundgaard.

White Paper exploring key issues of HR Measurement, by Wendy Lundgaard, Dec 2008 and published by AHRI.

Commercial businesses operate to make a profit. Line managers are under increasing pressure to ‘produce more with less resources’. HR teams must demonstrate, in quantifiable and more tangible ways, how it contributes to business productivity.

HR conference, Monash University, 26 June 2007

Flexibility at work is not a new concept, however ensuring that organisations identify and measure the impact of initiatives is quite rare.

This presentation discusses tactics for measuring impact.

CPA Public Sector Accountants Group, 13 February 2007

All organisation's can expect to face significant issues impacting their organisation's performance, and ultimately, their survival over the next decade.

Executive HR Practitioner Luncheon, Talent2, 31 August 2006

Work/life programs, like other business initiatives, need to demonstrate ROI for the business as well as the employee. So can you answer these questions:

- Is your W/L investment making a difference?

- Can you justify the investment with clear business case & ROI?