This guide is designed for companies within the resources sector to be able to a) identify common barriers to diversity and inclusion (D&I) and b) address these barriers. In doing so, companies are better equipped to successfully implement and progress their D&I initiatives and programs.
Research shows that there are a number of barriers that can impact diversity and inclusion efforts. These challenges are outlined in the below table and provide various tips and strategies for addressing these challenges.
| Barrier/s | Explanation | Tips for addressing these challenges |
|---|---|---|
| Resistance to change | Some employees or leadership may resist D&I initiatives for a range of reasons (e.g. fear of change, perceived threat to their status within the organisation, etc.) |
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| Unconscious Bias | This refers to implicit stereotypes or prejudices which influence decision-making processes, recruitment practices, etc. |
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| Lack of leadership commitment | Without strong leadership commitment, there may be lack of direction, resources, and momentum. |
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| Inadequate resources | This may relate to funding, time, staffing, etc. |
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| Poor communication | A lack of clear communication about the goals, strategies, rationale around D&I efforts can impact staff engagement and support. |
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| Lack of D&I policies and practices | Without equitable and concrete policies and practices in place (relating to recruitment, promotion, performance, etc.) inclusion efforts can be inhibited. |
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| Lack of metrics | A lack of metrics makes it very difficult to measure goals, assess progress, identify areas for improvement and hold relevant staff accountable. |
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