Nick Gabrielidis - EGM Chandler Macleod
Feb 28, 2023

​As I mentioned in my previous blog piece, there are several recruitment trends that will define 2023. One that is obviously going to leave its mark is the rapid progress and use of AI, which I will focus more specifically in this article. As we explore this space, there are various artificial intelligence (AI) solutions that may be integrated into your business to improve the user experience for all major stakeholders in the recruitment process.


There are numerous AI technologies available for various industries and applications, and what counts the "best" will depend on your organisation's specific needs and goals. Here’s some of the most utilised AI technologies in recruitment:

  • Chatbots: Chatbots can automate initial candidate screening and answer common queries, allowing recruiters to focus on more difficult jobs.


  • Resume Parsers: Resume parsers scan and analyse resumes fast to find critical information such as skills and qualifications, saving recruiters time and enhancing accuracy.


  • Candidate Matching and Recommendation Systems: These tools use AI algorithms to match candidates to job requirements, saving recruiters time and effort and boosting the likelihood of a successful recruitment.


  • Video Interview Platforms: AI is used to assess candidate responses and provide feedback on characteristics such as tone, body language, and communication skills in video interview platforms.


  • Predictive Analytics: Predictive analytics can help recruiters make informed judgements and improve their hiring processes by providing insights into candidate performance and success.


Indeed, AI tools can help to expedite and optimise the hiring process for all stakeholders, saving time and effort while enhancing hiring quality. There are numerous AI technologies available for various industries and applications so here are some examples of the more popular AI applications used and their functionality:


  • HiredScore is AI-powered recruitment platform that matches candidates to job criteria and predicts their likelihood of success in the role using machine learning algorithms.


  • Mya Systems is a chatbot that automates basic prospect screening and pre-employment tests, allowing recruiters to focus on more difficult jobs.


  • Entelo is an AI-powered recruitment tool that identifies and predicts the best-fit individuals for a post based on characteristics such as abilities, qualifications, and work history.


The speed at which new solutions and market entrants are popping up can be overwhelming. When selecting an AI tool, it is critical to analyse your organisation's specific needs and to select a solution that corresponds with your beliefs and goals and engage a market leader to help you design the best solution for your needs.


Another AI option that was non-existent a month ago but is currently buzzing throughout the world is ChatGPT. For those who may have missed it, OpenAI's language model was released as a beta version late last year, and aside from having some personal fun with ChatGPT from writing a theme song for Chandler Macleod and our BestFit™ methodology, pondering what Plato would think of today's republic, spending some time utilising it as a personal coach, I began to research how this AI can be applied to the recruitment process.


ChatGPT is morphing into many uses and clearly it can improve and streamline the recruitment process in a variety of ways. In its very basic format, you can teach it to write job ads from any job description and if you feel adventurous add a touch of tone, say pirate theme, that will make your ads as unique as your imagination will take you. In a more advance approach, ChatGPT can be used to create chatbots that can automate early candidate screening and answer typical enquiries, allowing recruiters to focus on more sophisticated jobs.


It can also be used to create algorithms that assess candidate responses and give feedback on things like communication skills, tone, and attention to detail. It may be developed to match candidates to job needs based on criteria such as skills, experience, and work history.


ChatGPT can be used to create predictive analytics that forecast candidate performance and success, delivering useful information to recruiters to help them make hiring decisions. Overall, ChatGPT can be used to automate and streamline many areas of the recruiting process, saving recruiters time and effort while increasing the candidate experience, clearly there is no limit it it only early days.


When you evaluate the growth of AI beyond the benefits and the tremendous revolution it is already causing in the workplace, you must consider the potential displacement of task or job redundancy and the threat it can pose to peoples’ career.


Work is an important element of life because it gives us a sense of purpose, accomplishment, and financial security. As AI becomes more integrated into the workplace, it has the potential to alter our perceptions of work and the abilities that are valued.


Having the benefits of our Chandler Macleod Consulting division, I discussed this topic with our in-house organisational psychologists and it became evident that it is critical to evaluate how AI will effect the workforce and the business as a whole.


On one hand, AI has the potential to increase efficiency and productivity by freeing up employees' time to focus on more complicated and creative activities, however concerns about job displacement and the need for people to adapt to new skills and technologies may exist.


It is critical for firms and leaders to address these issues and support employees as they adjust to the changing nature of work. This can include offering opportunities for training and growth, clear communication about the role of AI in the company, and explicit rules for dealing with job displacement.

Moreover, the ethical implications of AI in the workplace must be considered, such as guaranteeing fair and unbiased decision-making, preserving employee privacy, and ensuring that AI is utilised in ways that correspond with company values and goals.


Overall, the incorporation of AI in the workplace brings both obstacles and opportunities, and it is critical for enterprises to handle it holistically and strategically. The last time this amount of change occurred in the workplace environment was when the typewriter was replaced by the computer, which terrified many professionals at the time, but here we are today thriving and about to enter a new paradigm - the new dawn of AI!
Benefits of Employee Professional Development for Your Business in 2024
By Rhiannon Williams 20 Feb, 2024
Fostering employee growth and development is not just a luxury it's a necessity for sustainable business success. Discover how investing in your workforce can yield significant advantages for your business and help it thrive. 1. Boost Engagement and Retention Engaged employees are the cornerstone of a thriving business. By providing opportunities for professional development and upskilling , you can foster a sense of purpose and loyalty among your team, leading to a reduced turnover and allowing your business to retain top talent . 2. Enhance Brand Representation and Efficiency Well trained employees serve as powerful ambassadors for your business and your brand. Through ongoing development initiatives, you equip your team with the knowledge and skills needed to effectively represent your business, driving operational efficiencies and bolstering your brand reputation. 3. Drive Quality Performance Through Continuous Learning Investing in professional development cultivates a culture of excellence within your business. By empowering employees to expand their skill sets and stay ahead of industry trends, you elevate performance standards and drive consistent quality across all facets of your business. 4. Fuel Motivation and Productivity A motivated workforce is a productive workforce. By demonstrating a commitment to their growth and development, you inspire your team to perform at their best, fuelling productivity and driving business success. 5. Foster Collaboration and Confidence Investing in employee development fosters a collaborative and confident workforce. As individuals acquire new skills and expertise, they become more self-assured in their abilities, fostering a culture of teamwork and innovation. 6. Strategic Upskilling for Succession Planning Strategic upskilling and succession planning are essential for long-term business success. By investing in the professional development of existing talent, you ensure a smooth transition of leadership roles and maintain continuity within your organisation. 7. Empower Autonomy and Achievement Empowering employees through development initiatives enables them to take ownership of their roles and drive results autonomously. By equipping them with the necessary skills and knowledge, you foster a culture of achievement and accountability. 8. Cultivate a Happy and Productive Workforce Prioritising employee development is key to cultivating a happy and productive workforce. By investing in their growth and well-being, you create a positive work environment that fosters employee satisfaction and drives business success. To remain competitive as a business, investing in employee development isn't just beneficial – it's essential for long-term growth and success. By prioritising the growth and development of your workforce, you position your business for sustained success. Why Chandler Macleod Chandler Macleod has been supporting Australian businesses in assessing, developing, and managing talent for over 60 years. As the country's first people consultancy, we provide best-in-class products and technology that enable you to make fast and insightful decisions. Our consulting services manage your programs, provide data-driven advice, and drive positive change for individuals, teams, and organisations. Find out more about our consulting and advisory services , led by our team of organisational psychologists. Or contact our team directly to discuss how we can help your business achieve its goals.
By Gary Whittaker 14 Feb, 2024
What is happening? On February 27th, 2024, the Workplace Gender Equality Agency (WGEA) will publicly disclose the gender pay gaps for Australian employers with 100 or more employees. Since 2012, private-sector employers with 100 or more employees have been required to report data about the gender gap among their employees. Until now, the WGEA has only published anonymised information about industry sectors. February 27 will mark the first time comprehensive data will be made available, shedding light on pay disparities and encouraging organisations to act toward gender equality. Australia’s gender pay gap narrowed 110 basis points from 22.8% in 2022, to 21.7% in 2023 meaning for every $1 men earn, on average, in Australia, women earn 78 cents. It is hoped that transparency will lead to greater accountability and a bias to action. For context, Australia currently lags behind many developed economies including Iceland, Norway, Finland and our nearest neighbour, New Zealand. What is the difference between pay equality and the gender pay gap? Equal pay and the gender pay gap are related but distinct concepts: Equal Pay Equal pay ensures that men and women in the same employment, performing equal work, receive the same pay. This principle is enshrined in the Equality Act 2010. Binary Measure: It’s straightforward—you either pay people performing equal work equally, or you do not. Gender Pay Gap The gender pay gap measures the difference between men’s and women’s average earnings across an organisation or the labour market. It’s expressed as a percentage of male earnings. Comparative View: Unlike equal pay, which focuses on specific roles, the gender pay gap considers overall average earnings, irrespective of roles or seniority. The gender pay gap persists due to a combination of factors: Limiting stereotypes Traditionally both men and women have tended to believe that women’s lack of negotiation contributes to the pay gap, but this stereotype has been largely debunked by recent research (Academy of Management Discoveries (Kray, Kennedy, and Lee, 2023) Unconscious bias Even when employers believe they are making fair decisions, unconscious bias can influence outcomes Can affect performance evaluations, salary negotiations and career advancement opportunities Household Responsibilities and Career Breaks Women often shoulder greater household duties, impacting their career progression. Taking time off for childbirth and child-rearing can disrupt career continuity. Career Choices and Industry Segregation Women may opt for less lucrative career paths, such as education or healthcare, which tend to have lower pay. Industry and job segregation play a role—female-dominated sectors often offer lower wages. Leadership Stereotypes Leadership roles are still associated with stereotypically masculine qualities (assertiveness, competitiveness, dominance). The prototypical leader is often envisioned as male, perpetuating gender bias. While various factors contribute to the gender pay gap, discrimination and unintended and unconscious bias remain significant drivers . How does the WGEA calculate the gender pay gap? The formula is: (Average male remuneration - average female remuneration) * 100 Average male remuneration What pay data does WGEA use? The WGEA uses data provided by employers. Under the Workplace Gender Equality Act 2012, private sector employers with ≥100 employees must report to WGEA, including employee remuneration. WGEA's annual gender pay gap data, comes from this annual Employer Census What does the WGEA pay data include? The WGEA gender pay gap calculation uses total remuneration, including superannuation, overtime, bonuses, and other additional payments. WGEA uses full-time equivalent remuneration, so we convert part-time and casual employee remuneration into annualised full time equivalent earnings. What does the WGEA pay data exclude? WGEA gender pay gap calculation excludes remuneration for CEOs and heads of business (HOBs) and casual managers. From 2023-24, WGEA’s dataset will also include the remuneration of CEOs, heads of business and casual managers following the passing of the Workplace Gender Equality Amendment Bill 2023. Why doesn’t WGEA have a base pay gender pay gap, like the ABS? Total remuneration is more representative of the actual gender pay gap because it includes all earnings. Why is the WGEA gender pay gap data higher than many other gender pay gaps? WGEA’s gender pay gap includes a broader scope of data than other gender pay gap calculations. By including part-time and casual employees, the WGEA reports will contain a greater proportion of the workforce. 58% of women in our dataset work part-time or on a casual basis. If WGEA did not include their remuneration in our calculation, the gender pay gap would only reflect the position of 42% of women in the workforce who work full time. The calculations also includes overtime, superannuation and bonuses, rather than just base salary. By including all earnings, the gender pay gap more accurately represents the real position of men and women in the workforce. What data will WGEA include for employer gender pay gaps? Employer gender pay gaps will be calculated in the exact same way as WGEA’s gender pay gap, using the exact same data for full-time, part-time and casual employees. WGEA will publish both total remuneration and base salary gender pay gaps. How can employers measure their gender pay gap? Employers will have access to their gender pay gaps in their annual WGEA Executive Summary. Visibility is the start. What next? The gender pay gap persists due to several factors. One significant driver is that women’s career progression often falls short of their full potential. They tend to remain in junior roles or struggle to ascend to senior positions. Additionally, many women find themselves overqualified for their current roles. Factors such as working part-time contribute to limited pay growth. Structural barriers and biases during recruitment, appointment, and promotion processes further exacerbate the issue. To address this, supporting women’s career advancement is crucial. It not only maximizes their skills and experience but also enhances talent retention, productivity, and overall performance. Research indicates that implementing the following measures can empower women within your organisation, fostering their advancement and contributing to narrowing the gender pay gap: Organisational change needs to be led from the top. Formalising the ambition to develop and maintain a diverse, equitable and inclusive organisation through strategic commitments can be one of the most important drivers of positive change. Representative Leadership Leadership teams can also inspire those in and outside of the organisation. While achieving diversity will have a positive impact at any level, an increased focus on achieving diversity in leadership will have the greatest impact, in both the short and long term. Benchmarking progress on balanced leadership in all its forms, whether achieved through targets and quotas, internal succession planning, or other initiatives can have a massive impact on organisational results Create a more Inclusive Workplace Culture In any organisation, fostering an inclusive culture is essential for the well-being and success of all employees. By creating an environment where everyone feels valued and supported, organisations can enhance outcomes, retain talent, and reduce turnover. This involves removing any social, physical, or mental barriers that may prevent individuals from feeling safe, comfortable, confident, or able to fully contribute to the workplace. It can take many forms: policies related to work attire, personal grooming and acceptable workplace behaviour, initiatives that raise awareness of different cultures and communities, or even the provision of dedicated spaces, like private pumping rooms for working mothers. Support women’s career development Companies cannot to just focus on hiring alone to address the imbalance. It is equally important to nurture and retain the women within the organisation through career development support that builds confidence, skills, networks and direction. Practical Steps to creating an inclusive workforce To foster diversity and inclusivity within your organisation, consider implementing the following strategies Work Allocation Review Networking Opportunities Transparent Sponsorship Programs Manager Training Standardised Performance Management Link Performance and Rewards Supporting Part-Time and Flexible Workers for Career Progression Part-time employees often face challenges in wage progression, and negative perceptions about their abilities and ambition can hinder their advancement. However, it’s essential to recognize that part-time workers can be ambitious, skilled, experienced, proactive, and committed to their careers. To foster progress among part-time and flexible workers, consider the following strategies: Improve recruitment and promotion processes When it comes to creating a diverse, equitable, and inclusive organisation, it is essential that companies provide fair and equal access to opportunities. This invariably starts with the hiring process. The importance of fair and transparent hiring processes that empower women of all backgrounds and experiences to apply and know they will be genuinely considered, is of paramount importance. From inclusive job advertisements and a focus on transferable skills, through to clear selection and shortlisting processes and balanced interview panels. Applicant feedback is invaluable to continuously review and improve. Measure and Evaluate Diversity and Inclusion Policies Effectively assessing diversity and inclusion policies is crucial for progress and problem-solving. Why Chandler Macleod? Chandler Macleod has a strong Diversity, Equity, Inclusion, and Belonging plan across all aspects of the business, and we have been recognised by our industry body, RCSA Australia and New Zealand, as a winner in the Excellence in Diversity, Equity, Inclusion and Belonging category in the 2023 Industry Awards. With our history as Australia’s first business psychology firm, the ability to assess your candidate and employee potential is at the heart of what we do, and we treasure the value this can add to your business over the longer term. Find out more about the services Chandler Macleod offers to clients, or simply fill in our contact form and we will have the right person contact you.
workplace harassment in Australia
By Rhiannon Williams 07 Feb, 2024
Ensuring a work environment free from harassment is not just an ethical choice; it's a legal requirement. In this blog post, we'll explore the nuances of workplace harassment, its impact, and actionable steps employers and employees can take to promote a culture of respect and equality. Understanding Workplace Harassment Workplace harassment can take on many forms, including verbal, physical, or visual behaviours that create a hostile or intimidating work environment. In Australia, laws, and regulations, such as the Sex Discrimination Act 1984 and the Fair Work Act 2009, provide a framework to address and prevent harassment in the workplace. This includes protections against discrimination, sexual harassment, and bullying. The Impact of Workplace Harassment Beyond legal consequences, workplace harassment can have a significant impact on individuals and the overall workplace culture. It can lead to increased stress, anxiety, and reduced job satisfaction among employees. For businesses, a culture of harassment can negatively impact productivity, innovation, and employee retention. Recognising and Addressing Harassment Recognising harassment is the first step in creating a safe workplace. Employers need to invest in education and training programs to ensure employees understand what constitutes harassment and how to report incidents. This proactive approach not only helps prevent harassment but also fosters a culture of respect and inclusivity. Creating a Safe Workplace Culture 1. Implementing Clear Policies Establish comprehensive anti-harassment policies that clearly define unacceptable behaviours and the consequences for violating these policies. Ensure that all employees are aware of these policies through regular training sessions. 2. Promoting Open Communication Create channels for open communication, such as anonymous reporting systems or designated personnel, where employees can safely report incidents without fear of retaliation. This encourages transparency and ensures immediate action against harassment. 3. Educational Initiatives Regularly conduct educational initiatives on diversity, equity, and inclusion. These initiatives can help foster a workplace culture that celebrates differences and discourages discriminatory behaviours. 4. Leadership Accountability Business leaders play a crucial role in setting the tone for workplace culture. Hold leaders accountable for fostering an inclusive environment and ensure they actively support anti-harassment initiatives. 5. Regular Reviews and Updates Regularly review and update anti-harassment policies to align with evolving societal standards and legal requirements. This ensures that your workplace remains at the forefront of promoting a safe and respectful culture. Taking a Stand Against Workplace Harassment in Australia Creating a workplace free from harassment is a shared responsibility. By fostering a culture of respect, implementing clear policies, and providing ongoing education, Australian workplaces can become beacons of inclusivity. Business leaders and employees alike must be vigilant, proactive, and committed to upholding the highest standards of workplace conduct. Together, we can create work environments where everyone feels safe, valued, and empowered to contribute their best.  Why Chandler Macleod As regulation and reporting standards change, providing compliant training and reporting is critical to every business. We understand the challenges that come with these changes and have launched Propel – your easy-to-use, online compliance training module which allows you to meet your legislative compliance for training, and reporting. Find out more about our Managed Training Services or contact our team for a demonstration.
workplace bullying
By Rhiannon Williams 05 Feb, 2024
Fostering a workplace culture that is free from bullying is not just a legal requirement in Australia; it's a fundamental necessity for employee well-being and productivity. Let’s look at the complexities of workplace bullying, its impact on individuals and businesses, and practical steps employers and businesses can take to create a workplace where everyone feels respected and supported.  Understanding Workplace Bullying Workplace bullying is a widespread workplace issue that can take various forms, including verbal abuse, intimidation, or exclusion. In Australia, the Fair Work Act 2009 defines workplace bullying as repeated and unreasonable behaviour directed towards an employee or a group of employees that creates a risk to health and safety. The Toll of Workplace Bullying Beyond the legal ramifications, workplace bullying can have severe consequences on both employees and the overall workplace dynamics. The emotional and psychological toll can lead to increased stress, decreased job satisfaction, and decreased productivity. Recognising and addressing bullying is crucial for maintaining a healthy work environment. Identifying and Addressing Workplace Bullying 1. Recognising Bullying Behaviours Educate employees on what constitutes bullying behaviour. This includes verbal abuse, intimidation, exclusion, or any other repeated and unreasonable actions that create a risk to health and safety. 2. Establishing Anti-Bullying Policies Develop and communicate clear anti-bullying policies that outline unacceptable behaviours and the consequences for violating these policies. Ensure that all employees are aware of these policies through regular training sessions. 3. Encouraging Reporting Mechanisms Foster an environment where employees feel safe reporting bullying incidents. Implement confidential reporting systems or designated personnel to handle complaints, ensuring that employees can speak up without fear of retaliation. 4. Providing Support Structures Establish support structures for employees who have experienced bullying. This may include counselling services, mentoring programs, or employee assistance programs to help individuals cope with the emotional aftermath of bullying. Taking a Stand Against Workplace Bullying in Australia Creating a workplace free from bullying is a collective effort that requires commitment from both business leaders and employees. By actively promoting awareness, establishing clear policies, and encouraging open communication, Australian workplaces can create an environment where bullying is not tolerated. Why Chandler Macleod Chandler Macleod is your partner in building a respectful workplace. As regulation and reporting standards change, providing compliant training and reporting is critical to every business. We understand the challenges that come with these changes and have launched Propel – your easy-to-use, online compliance training module which allows you to meet your legislative compliance for training, and reporting. Find out more about our Managed Training Services or contact our team for a demonstration.
The benefits of upskilling 2024
By Rhiannon Williams 30 Jan, 2024
Do you ever wonder why some people seem to effortlessly climb the job ladder, while others continue to stay stuck on the lower rungs? Spoiler alert: it’s not all just luck, networking or connections, much of this success can be attributed to professional development and upskilling . We’re going to look at the ways you can boost your skills and stand out to start supercharging your career by investing in upskilling. 1. Expanded Career Horizons One of the biggest advantages of upskilling is the wider career opportunities it brings. By continuously working towards your professional development, you position yourself as an asset in the job market, not just in your current role, but for future employers. Whether it's acquiring new technical skills, gaining certifications, or staying updated on industry trends, upskilling ensures you remain competitive and adaptable in a constantly evolving landscape. 2. Confidence in Your Craft Knowledge breeds confidence , and upskilling is the key to unlocking that self-assurance. As you deepen your understanding of your field, you naturally become more confident in your abilities. This newfound confidence not only reflects in your work but also translates into a more positive and assertive presence in professional interactions. 3. Expertise Brings Recognition Upskilling positions you as an expert in your field. When you become the go-to person for certain skills or knowledge, doors open. Colleagues and employers alike recognise and appreciate the value you bring to the table. This expertise can lead to increased responsibilities, leadership roles, and a sense of fulfillment in your professional journey. 4. Networking Opportunities Acquiring new skills often involves engaging with a broader community of professionals. Networking becomes an inherent part of the upskilling process. By connecting with like-minded individuals, mentors, and experts in your field, you not only expand your knowledge base but also open doors to new career possibilities, collaborations, and mentorship. 5. Enhanced Professional Reputation Your professional reputation is a currency that can significantly impact your career. Upskilling showcases your commitment to growth and excellence, elevating your standing among peers and employers. A strong professional reputation can lead to increased trust, recognition, and a positive influence on your career trajectory. 6. A Shield Against Complacency Remaining stagnant in your skillset can lead to professional complacency. Upskilling acts as a shield against this complacency by constantly challenging you. It keeps you engaged and motivated, ensuring that you stay at the forefront of your industry and continue to evolve with changing demands. 7. Up-to-Date Knowledge In rapidly evolving fields, staying up-to-date is crucial. Upskilling ensures that you have the latest knowledge and tools at your disposal. This not only makes you an asset to your current employer but also prepares you for future challenges and opportunities. 8. Stress Management and Emotional Intelligence Acquiring new skills often involves overcoming challenges, which contributes to your resilience and stress management capabilities. Additionally, upskilling enhances your emotional intelligence, enabling you to navigate complex workplace relationships with empathy and understanding. 9. Equipped for New Challenges As you upskill, you become better equipped to take on new tasks, projects, and professional interactions. 10. Boost your confidence The confidence and knowledge gained through upskilling empower you to tackle challenges head-on, fostering a mindset of continuous improvement and innovation.  In conclusion, upskilling is not just a means of staying relevant; it's a powerful tool for personal and professional growth. It opens doors, builds confidence, and transforms your career trajectory. Embrace the journey of lifelong learning and watch as it propels you towards a future filled with endless possibilities. Why Chandler Macleod Chandler Macleod has been supporting Australian businesses in assessing, developing, and managing talent for over 60 years. As the country's first people consultancy, we provide best-in-class products and technology that enable you to make fast and insightful decisions. Our consulting services manage your programs, provide data-driven advice, and drive positive change for individuals, teams, and organisations. Find out more about our consulting and advisory services , led by our team of organisational psychologists. Or contact our team directly to discuss how we can help you achieve your professional development goals.
A woman grins while checking her phone
By Rhiannon Williams 22 Jan, 2024
Handling multiple job offers can be both exciting and overwhelming. This blog provides tips on assessing opportunities, considering long-term goals, negotiating, and making decisions that align with your career objectives.
Australian Aboriginal flag flying against a blue sky
By Rhiannon Williams 18 Jan, 2024
Australia Day. Invasion Day. Survival Day. Day of Mourning. Whichever term you use to describe it, there is no denying that January 26 holds significant meaning for a lot of people. As people across the nation prepare to mark January 26th, an important conversation emerges about how to approach this date with sensitivity and thoughtfulness. Beyond the commercialised festivities and celebrations, there is a complex historical narrative that needs to be considered. Acknowledging the diversity of perspectives is not just social awareness, but necessary for anyone attempting to navigate the nuanced terrain of public sentiment, cultural sensitivity, and societal evolution. We will explore why it is crucial for people to tread carefully on January 26th, delving into the considerations that extend beyond commercial endeavours into the realms of inclusivity, respect, and the broader context of reconciliation. Here are five reasons you should consider taking a careful and sensitive approach to January 26. Cultural Sensitivity January 26th is considered by many Aboriginal and Torres Strait Islander peoples as Invasion Day or Survival Day, highlighting the negative impact of European colonisation on their communities. In the business environment, you need to be culturally sensitive and aware of the historical trauma associated with this date to avoid alienating or offending First Nations customers, colleagues, employees, or stakeholders. In the wake of 2023’s disappointing referendum outcome, sensitivity and consideration should be a priority for the community. Giving Aboriginal and Torres Strait Islander colleagues, customers, and stakeholders a voice to share what it means to them, and an opportunity to provide a new perspective is an incredible opportunity to move towards fostering a more inclusive and respectful community. Reconciliation Efforts Australia is actively working towards reconciliation with Aboriginal and Torres Strait Islander peoples. Workplaces that take a stance that's seen as dismissive of, or insensitive to Aboriginal and Torres Strait Islander perspectives on January 26 may face public backlash. Being supportive of reconciliation efforts can enhance a company's reputation and contribute to positive social impact. If your workplace has a Reconciliation Action Plan in place, or claims to embrace diversity, now is the time you can show and support this. Discuss the option for staff members to swap their government mandated public holiday for a day that suits them and does not have negative connotations attached. Public Perception The public's views on the celebration of Australia Day are diverse. Some Australians view it as a day of national pride, while others see it as a day of mourning. Workplaces need to be mindful of the diverse perspectives within their customer base and the broader community to avoid being seen as tone-deaf or out of touch with public sentiment. If you do feel the need to celebrate our nation, why not consider doing this by supporting local Australian businesses- the local bakery or butcher for your barbeque supplies or support Black Owned businesses and put money back into the community, rather than buying cheap, plastic paraphernalia that is made offshore. Employee Morale and Wellbeing Business owners and leaders should be attentive to the impact of their stance on January 26th on employee morale and wellbeing. Many people have strong opinions about the significance of the day, and businesses need to foster an inclusive and respectful workplace culture that accommodates diverse perspectives. It is important for workplaces to be respectful of the fact that many people are empathetic to Aboriginal and Torre Strait Islander communities, and other cultures who have been victims of colonisation, and believe January 26 is not the date to celebrate Australia. If your workplace is not providing you with the opportunity to embrace your culture and heritage, or to openly voice your support to diverse communities, now is the time to speak up, or consider looking for a workplace whose morals and perspectives align with your own. Legal and Regulatory Consideration The first ‘Australia Day’ was held July 30th, 1915, in a bid to raise money for war efforts. It was not until 20 years later that January 26 was named Australia Day, and it was only declared a public holiday in 1994. January 26 is not the date that Captain Cook discovered Australia, that was April 19, 1770, nor is it the date he landed in Sydney (April 29, 1770), or even the date he ‘claimed’ Australia as part of the British Empire (August 22, 1770). January 26 commemorates the establishment of Australia as a British colony, and the start of colonisation (the action or process of settling among and establishing control over the indigenous people of an area, according to the Oxford dictionary). Over time, public attitudes and government policies may evolve regarding the commemoration of January 26th. Businesses should stay informed about any legal or regulatory changes related to the date, as this could impact marketing campaigns, public statements, and corporate events. In summary, individuals should approach January 26th with sensitivity and awareness of the diverse perspectives surrounding this date. Taking a respectful and inclusive stance can contribute to positive company culture, community relations, and overall brand reputation. While you may think “what’s the harm, it’s only a day,” or “people need to get over it,” or even “many Aboriginal and Torres Strait Islanders celebrate Australia Day,” it is important to put yourself in the shoes of others for a moment and reflect on how you would feel if the community around you celebrated a date that signifies great sadness and loss for people of your heritage and culture. Australia is an amazing country, and one that many are proud to be from, or to become a part of, but our identity is built in mateship, and that means looking out for each other with respect and consideration. Chandler Macleod’s Reconciliation Action Plan Our Reconciliation Action Plan sets a path for our company to actively contribute to the cause of Reconciliation. The development and endorsement of our plan involved firm commitments from our leaders and valuable inputs from all levels and departments within our organisation. Our objective is to increase opportunities, foster connections, and strive for a future that is characterised by equality and integrity. Find out more about our commitment to Diversity, Equity, Inclusion, and Belonging, and commitment to Aboriginal and Torres Strait Islander Employment. Talk to us about implementing DEIB commitments and programs in your business. If this post has raised concerns for yourself or you know anyone who might be struggling, you can reach out to the below organisations for support. Lifeline – 13 11 14 Lifeline Online Crisis Counselling 13 Yarn – 13 92 76 13 YARN Online Crisis Counselling
Glass Ceiling- career barriers for women
By Rhiannon Williams 15 Nov, 2023
While the ‘glass ceiling’ may not be as shatterproof as it once was, it does still exist in many ways, for many women. Understanding this barrier is the first step to creating an environment where everyone, regardless of gender, has an equal opportunity to reach the top.
By Craig Moffat 01 Nov, 2023
In today's competitive job market, attracting and retaining top talent is crucial for the success and growth of any organisation
By Rhiannon Williams 17 Oct, 2023
As parental leave becomes an increasingly recognised and utilised aspect of professional life, it’s important to shed light on the unique, transferrable skills often developed during this period. Contrary to the outdated notion of a ‘resume gap’ signifying lost time, parental leave can be a time of incredible personal and professional growth. The skillset that is developed and fostered during this time, ranging from multi-tasking and enhanced negotiation skills to communication and problem-solving, can be highly beneficial to employers.
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