Culture & Supports
Embracing a culture of inclusion.
The implementation of employee support initiatives can positively influence the retention and advancement of employees from underrepresented groups, resulting in greater diversity at all levels of an organisation.
Invest in your resources
We’ve suggested ways to invest in your employees that will gives them new skills, a better career pathway and a good reason to stay with your organisation.
Invest in development
One of the simplest ways for an organisation to demonstrate that it values employees from diverse backgrounds is to invest in their development, but this is not as simple as it sounds. Like all diversity and inclusion matters, it takes real commitment.
It means providing structured support mechanisms and strategies that give diverse employees opportunities to upskill and advance, such as:
Employee Resource Groups (ERG’s)
These voluntary groups provide a platform for people with shared backgrounds and experiences to advocate for change in their organisation, and to actively contribute to diversity policies and initiatives.
Mentoring programs
By actively encouraging formal and informal mentoring programs, your organisation can provide an easy way for diverse employees to access support, guidance and opportunities for growth. This also demonstrates that your organisation is serious about building a more diverse and inclusive workplace.
Clear advancement pathways
Be proactive. Create opportunities for employees from diverse backgrounds to build skills and advance into leadership positions. Help set career goals. Support further education. Provide leadership training. Help your employees build their professional networks.
Actively helping your employees gain new skills and qualifications provides more pathways for them to develop and advance to many different levels within your organisation. In turn, this helps create a richer, more diverse culture all round.
Statistic
43% of employees leaving the minerals and energy sectors cited a lack of career development as their reason for leaving.
McKinsey & Company, 2023
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