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"We want to use the collective intelligence in the room to shape up what we call a goal story or a project charter.
 
Why is it important? What's the benefit to the business? How does it link to our strategy? What are we going to do? What resourcing do we need? What are the costs?"
"Since the company started, we have always had a commitment to inclusion and diversity, including having the first I&D policy actually approved by the board on legal day one."
"Leaders got really clear about why we're doing it, what's involved, what are the outcomes going to be."
"I don't think we've ever had a conversation of that level that was so focus led from the top and something that the senior leadership team wanted as a priority, that's really showing this year like no other."

* The above quotes are from participants from this study including CEOs, Executives and People & Culture professionals in the mining industry 

Program Design

Building a truly inclusive workplace starts with intentional design. I asked CEOs, Executives and People & Culture professionals how their inclusion and diversity programs were designed, who was responsible for leading them, how long they had been running and how often they were reviewed. 

Check out the framework for all the essential elements to consider when designing or reviewing your inclusion and diversity program.

Keen to learn more? Contact ashley@ashleymcgrath.com

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