Leading The Way on Leadership Diversity

All names and identifying details have been changed or removed from this case study to ensure anonymity.

Introduction

Crystal Cave Mining Inc. is a transnational mining services provider with an Australian base in Queensland. The company is proactive in its approach to addressing psychosocial issues such as bullying, sexual harassment and discrimination, and is seen as a leader in promoting diversity and inclusion.

The Challenge

While being an industry leader in diversity and inclusion has its rewards, it can also come with the expectation that, as a company, you are always ahead of the game. Competitors look to you for direction and guidance. Meeting those high expectations can be demanding and challenging.

The challenge for Crystal Cave, therefore, was not to become a diversity and inclusion leader, but rather to implement strategies to retain and promote their existing leadership.

“If we want to have a more inclusive and diverse workforce, we need to have more diversity in leadership roles”

Jordan Ellis, Workplace Support Manager

The Solution

Under the guidance of their Workplace Support Manager, CrystalCave has implemented a comprehensive D&I strategy that focuses on targeted recruitment, leadership development programs and policies aimed at creating an inclusive environment. Key initiatives include:

An innovative mentorship program designed to modify existing team dynamics and develop solid retention strategies. This program has a particular focus on intersectionality in recruitment and retention and features regular check-ins for ‘at risk’ demographics, especially during the first 6-12 months of their employment.
Creating platforms and environments where employees feel safe to share their ideas and identities, and where creativity and innovation can be encouraged and nurtured.
Embarking on an ‘unlearning’ journey to challenge and change traditional mindsets and practices by launching workshops and training sessions aimed at creating a more inclusive culture.
Taking the lead on leadership diversity by actively seeking and promoting individuals from different backgrounds into leadership roles to ensure that the leadership team mirrors the organisation’s diverse workforce.
Revisiting onboarding processes to actively change existing team dynamics and create a more welcoming environment for new hires. New programs include D&I training and introductions to mentorship opportunities from day one.
Developing robust retention strategies to sustain diversity and inclusion efforts by establishing comprehensive support systems and engagement programs tailored to the needs of each demographic group.
Applying a strategic intersectional lens to existing recruitment and retention strategies to include at-risk groups and ensure the process represents all employees.

“Once we get everyone in, that’s great. But we need to have some very solid and robust retention strategies”

The Outcomes

Crystal Cave has cemented the company’s role as an industry leader in D&I by adopting a multi-faceted approach that includes embracing intersectionality, providing proactive support and mentorship, and utilising data-driven strategies.

The company has unlocked creativity and innovation by fostering an environment where individuals can be their authentic selves and share their diverse viewpoints.
A new emphasis on leadership programs that focus on developing diversity, and mentorship programs that aim to change existing team dynamics, have created a more inclusive and dynamic workforce.
Despite challenges in retention, the new retention strategies and initiatives employed by CrystalCave have led to significant cultural shifts within the organisation, demonstrating the power of a committed approach to diversity and inclusion.

By taking the lead with initiatives like these, Crystal Cave has shown other organisations how they can not only attract diverse talent, but also ensure their retention and growth, and ultimately create a more vibrant and dynamic organisational culture.