Corporate Diversity Pathways

Thank you, Dr Paula Robinson. I truly believe that when friends come together in business, it amplifies our passion and commitment to making a difference. I'm equally thrilled about our partnership between Applied Education and Training and Corporate Diversity Pathways and excited to see our friendship evolve into a collaborative effort to enhance workplace diversity and inclusion. Our partnership means so much; it’s about combining our decades of expertise to deliver impactful training and development that addresses key priorities in mental fitness, helping to build resilience, manage stress, and enhance overall wellbeing. Wishing you a restorative weekend ahead. #workplacewellbeinghttps://lnkd.in/ghU4Eg7t

Is your recruitment strategy promoting equitable, diversified and inclusive talent acquisition? We work to understand your organisation’s current staff structure and bring equitable representation across all levels and functions, driving innovation and creativity while creating lasting, measurable change for greater futures. We invite you to connect with our Head of Customer Experience Laurel Cook to become an employer of choice for discerning candidates by learning how to: + Effectively implement an inclusive recruitment strategy that aligns with your organisation’s corporate strategy; + Ensure that attraction, sourcing, and recruitment is done through the lens of DEI; + Establish job design and classifications which are evaluated for bias and equitable compensation; + Achieve work-life integration, introducing flexible work options that are widely available and accessible. #CorporateDiversityPathwaysDEILedTalentStrategies #CorporateDiversityPathwaysWorkplaceCulture #CorporateDiversityPathwaysWorkplaceStrategies Jéromine Alpe Josephine Palermo Jane Burns

”Effective candidate care starts with the first touchpoint in the recruitment process: the job advertisement. How a company crafts, presents and communicates job opportunities sets the tone for the candidate experience throughout the recruitment experience. It can be as easy as ensuring a positive, respectful, and transparent experience for candidates throughout the recruitment process This piece marks the first in a CDP series of pieces on Candidate Care. Read the full article here https://lnkd.in/guTCFJTA for comprehensive guidance on the first step in implementing a Candidate Care strategy: crafting a person-centred job ad. HR professionals interested in support and consulting to develop a Candidate Care strategy are invited to connect with Corporate Diversity Pathways Head of Customer Experience Laurel Cook. #CorporateDiversityPathwaysCandidateCare #CorporateDiversityPathwaysExecutuveSearch #CorporateDiversityPathwaysWorkplaceDiversity Jéromine Alpe Jane Burns Josephine Palermo

Today, October 10th, 2024, marks World Mental Health Day. Mental health challenges affect many individuals in the Australian workforce, with one in five experiencing conditions such as depression or anxiety. Alarmingly, nearly 60% of employees choose not to discuss their mental health at work, resulting in over $39 billion in annual costs due to issues like sick leave and presenteeism. Adopting simple wellbeing habits can significantly enhance your workday. Don't miss out on actionable strategies to boost mental health and productivity! Read the full article and download the PDF, “Wellbeing Habits for a Better Work Day,” to start making a positive change today. https://lnkd.in/gQqAvsGt

In 2024, organisations embracing board diversity in the race for gender equality lived experience, ability, and expertise are better positioned to innovate and thrive in global markets. While many recognise the importance, effective implementation can be a challenge. In 2023, the Salesforce board of 13 included six women and three people of colour. By showcasing a commitment to diversity at the highest levels, Salesforce has positioned itself as a progressive company in the tech sector. This dedication to DEI continues to bolster its employer brand, attracting top talent who are drawn to an inclusive and purpose-driven culture. How do you embed a case for diversity on boards? We have outlined five key benefits to support moving from strategy to action: https://lnkd.in/gjwdMa6z If you recognise the benefits of DEI for your organisation, we invite you to connect with Corporate Diversity Pathways Head of Customer Experience Laurel Cook on 0404888335 or laurel@corporatediversitypathways.com Jéromine Jane Josephine #CorporateDiversityPathwaysBoardDiversity #CorporateDiversityPathwaysWorkplaceDiversity #CorporateDiversityPathwaysDiverseLeadership

It was our pleasure to support John Hughes Amy Noble and Sarah Craddock at Luna Park Sydney in their search for a Head of People & Culture and to see Marcus Zanetic fostering a strategic approach to workplace culture as the Park continues to serve as an emblem of joy and wonder for every generation.

When Chief Executive Women (CEW) released its 2024 Senior Executive Census, the findings revealed a critical and ongoing challenge in gender equality in Australian corporate leadership within the ASX 300. This annual report comprehensively overviews women's representation in leadership positions. Notably, the number of women CEOs decreased from 26 to 25 over the past financial year. As of July 1, 2024, men held 91% of ASX 300 CEO positions. The statistics emphasise the systematic barriers contributing to this decline and the importance of gender diversity in pipeline roles (such as CFOs and COOs) as essential for achieving parity in CEO roles. All newly appointed CEOs in 2023/2024 came from these pipeline positions, yet women represented only 12% of those roles. Alarmingly, 46% of ASX 300 companies currently have no women in any pipeline roles. If this trend persists, it could extend the timeline for achieving gender equality in leadership by another 54 years. CEW’s recommendations are both actionable and necessary. Stakeholders across companies, boards, and policymakers can take three immediate steps in response to these findings: + Actively sponsor women to elevate them into leadership positions; + Rethink the criteria for CEO roles to include diverse experiences and leadership paths; + Establish flexible working conditions as a standard practice rather than an occasional benefit. At CDP, we are committed to driving meaningful change in gender equality within workplaces and at the board level, aligning closely with the insights from the CEW 2024 CEO report. By supporting its recommendations, we empower our clients to make impactful strides in diversity, equity, and inclusion. Our initiatives focus on transforming Australian workforces through targeted strategies and collaborative efforts, including: Assessment and Benchmarking: Helping clients assess their current diversity and inclusion metrics against industry benchmarks, identifying areas for improvement; Targeted Training Programs: Workshops and training sessions focused on unconscious bias, leadership development for women, and inclusive hiring practices; Policy Development: Assisting organisations to create and implement policies that promote gender equity, such as flexible work arrangements and parental leave. If the CEW statistics resonate with you and inspire a desire for change ahead of the 2025 report, we invite you to connect with us. Together, we can set achievable targets to enhance gender diversity and boost the representation of women in leadership teams. Let’s take action for a more equitable future. Jéromine Alpe Josephine Palermo Laurel Cook

The University of Sydney's Advancement team is one of the most successful of any Australian higher education institution. As the team look forward to the next decade, they are seeking their newest colleague to lead the philanthropic strategy for the University of Sydney Business School.   https://lnkd.in/gX_hPehn Jéromine Alpe Sarah Scott Laurel Cook

Last week I was thrilled to participate in a private working lunch session on “Building Your Major Gift Pipeline”. As a consultant to the not-for-profit sector, the insights gained from this session are invaluable for our clients. Understanding donor motivations and decision-making processes allows us to better tailor our approaches, making engagements more meaningful and effective. By identifying the signs that indicate a donor is ready for major giving, we can help our clients strategically prioritise outreach efforts and ensure that resources are allocated efficiently. This targeted engagement helps build stronger relationships and enhances donor retention. Networking is vital for cultivating opportunities and our conversations provided valuable insights into how to engage with donors more thoughtfully and strategically, leading to sustainable growth and deeper impact within their communities. Thank you to Lawrence Jackson of Catalyst Management, for facilitating the event, our presenters Kelley Marchbanks and Ashley Pirsig Shields from Advancement Resources, and Katrina Dowling of Heart Research Institute (HRI) for hosting us all. Renee Burton  Diana East  Kerrie Powers  Jacqui Simpson  Elizabeth Dorizac Ed St John

Following allegations of assault and inappropriate behaviour at its venues, Sydney hospitality group Swillhouse recently announced the appointment of a strategic advisor “with a track record of championing women in the industry”. The move comes with a commitment to “A Better Swillhouse” and a planned review of the entire business and operations. The hospitality industry can be tricky terrain, with its own unique challenges. But the pitfalls that have upended Swillhouse in recent weeks have the power to put any organisation in the spotlight, regardless of industry. And while they have been quick to implement a crisis management strategy, we would encourage organisations to have a strategic advisor in place to advocate for your business as a preventative measure, rather than for damage control. At Corporate Diversity Pathways, we believe in the power of proactive leadership. As strategic advisors we offer continuous guidance to help organisations stay ahead of industry trends and navigate challenges before they become crises. By integrating our expertise into your organisation on an ongoing basis, we can drive sustainable growth, foster innovation, and maintain a strong, positive reputation. If you feel your business or team would benefit from strategic advice, let us partner with you to anticipate and address potential issues, ensuring your business thrives in a competitive landscape and upholds its commitment to excellence, maintaining a strong, positive reputation. Contact me directly or reach out to CDP's Head of Customer Experience Laurel Cook today to discuss how we can support you.