Resources WIDE maturity survey

Resources WIDE maturity survey
The resources industry can benefit greatly from a diverse workforce, as it brings different perspectives. Maturity in diversity, equity, and inclusion (DE&I) leads to employee engagement and innovation and positively influences company performance. We strongly encourage you to take this anonymous survey, which should only take 25 minutes. While respecting privacy, this survey will provide valuable insights to enhance your DE&I journey and ensure that your organisation reaps the benefits of a truly inclusive workplace.
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Leadership & Broad Strategy

These questions address the topic of leadership and broad strategy in the context of organisational diversity and inclusion. It examines various aspects such as policy endorsement, leadership behaviour, and the presence of a Reconciliation Action Plan (RAP) to shed light on how leadership can create an inclusive environment and promote diversity within the organisation.

Leadership & Broad Strategy

Please select where you feel your business currently sits in terms of Diversity and Inclusion.
There is no evidence of a strategic diversity and inclusion framework.There is evidence that supports a need for a strategic diversity and inclusion framework.There is evidence that supports a critical need for a diversity and inclusion framework, and resources have been allocated to understand best practices.There is a diversity and inclusion framework to support diverse groups.A strategic framework is in place, published and accessible by all employees. It is communicated at induction, and referred to regularly throughout the year. The Board and Senior Management endorse this document. Targets are in place in relation to this framework.

Leadership & Broad Strategy

Please select where you feel your business currently sits in terms of Diversity and Inclusion.
There is no evidence of a diversity and inclusion policy.There is evidence that supports a need for a diversity and inclusion policy.There is evidence that supports a critical need for a diversity and inclusion policy, and resources have been allocated to understand best practices.There is a diversity and inclusion policy to support diverse groups.There is a diversity and inclusion policy in place. Processes in support of Diversity and Inclusion are cross-referenced in the relevant policy (e.g., recruitment, promotions, succession planning). The Board and Senior Management endorse this document. Targets are in place in relationship to this policy

Leadership & Broad Strategy

Please select where you feel your business currently sits in terms of Diversity and Inclusion.
There is no evidence of a diversity and inclusion leader in the Senior Management team.There is evidence that supports a need for a diversity and inclusion leader in the Senior Management team.There is evidence that supports a critical need for a diversity and inclusion leader in Senior Management and resources have been allocated towards securing an appropriate leader.Senior Management has a diversity and inclusion leader, and this position in the organisation has existed for less than 18 months.There is a diversity and inclusion leader who advocates for diversity and inclusion, is an established member of the Senior Management, and this position has existed for 18+ months at the organisation.

Leadership & Broad Strategy

Please select where you feel your business currently sits in terms of Diversity and Inclusion.
Leadership don't actively build trust for diverse groups.There is evidence that supports a need to build a better environment of trust for diverse groups.There is evidence that supports a critical need to build trust for diverse groups, and resources have been allocated to understand best practices.Leadership demonstrates empathy to diverse groups, and at times collaborates with those with lived experience/guest consultants/speakers.Leadership, including the Board and Senior Management, actively contribute to a robust diversity and inclusion culture that builds trust with diverse groups. This includes, but is not limited to, personal storytelling, empathetic communication, and collaborating with those with lived experiences. External guest speakers and special guests are invited for relevant scenarios.

Leadership & Broad Strategy

Please select where you feel your business currently sits in terms of Diversity and Inclusion.
There is no evidence of leaders modelling inclusive behaviours and no evidence of inclusive behaviour training.I rarely see evidence of leaders modelling inclusive behaviours and there is little evidence of inclusive behaviour training.At times I have seen leaders modelling inclusive behaviours and there is evidence of inclusive behaviour training.Leaders consistently model inclusive behaviour and are confident role models to others. There is strong evidence of inclusive behaviour training of leadership.Leaders are confident role models who consistently exhibit inclusive behaviour. There is evidence of mandatory training including unconscious bias, micro aggressions/micro exclusions, harassment/bullying, and diversity principles.

Leadership & Broad Strategy

Please select where you feel your business currently sits in terms of Diversity and Inclusion.
There is no evidence of diversity and inclusion advocacy from the Board or Senior Management.I rarely see evidence of diversity and inclusion advocacy from the Board or Senior Management.There is some evidence that the Board and Senior Management communicate on issues of Diversity and Inclusion.There is evidence through policy and leadership that the Board and Senior Management advocate for diversity and leadership.There is strong evidence in communications from the Board and the Senior Management that reflect the organisation's commitment to diversity and inclusion. The Board and Senior Management use personal storytelling to build psychological safety among employees. Content is shared for employees and external stakeholders.

Leadership & Broad Strategy

Please select where you feel your business currently sits in terms of Diversity and Inclusion.
There is no evidence of a Reconciliation Action Plan.There is evidence that supports a need to have a Reconciliation Action Plan.There is evidence that supports a critical need to develop a Reconciliation Action Plan and a governing board has been set up to support this.There is a Reconciliation Action Plan that has been endorsed by Reconciliation Australia.There is a Reconciliation Action Plan that has been endorsed by Reconciliation Australia and is considered a critical part of the organisation's diversity and inclusion strategy. The RAP has the support of the Board and Senior Management.
Level: Leadership & Broad Strategy
out of 28
Percent: Leadership & Broad Strategy
Value: Leadership & Broad Strategy
Leadership comments

Accountability & Measurement

These questions explore how organisations establish an inclusive environment by creating accountability through assessment and measurement. It includes promoting diversity through training goals, data collection, employee surveys, feedback systems, and career development for underrepresented groups.

Accountability & Measurement

Please select where you feel your business currently sits in terms of Diversity and Inclusion.
There is no evidence of diversity and inclusion training targets.There is evidence that supports a need for diversity and inclusion training targets.There is evidence that supports a critical need to develop relevant diversity and inclusion training targets, and resources have been allocated to understand best practices.Diversity and inclusion training targets are in place and the Board and C-Suite are held accountable to report on these.Diversity and inclusion training targets are in place and the Board and C-Suite are held accountable for reporting on these externally. Targets include, but are not limited to, recruitment, retention, training, leadership, career development and policies.

Accountability & Measurement

Please select where you feel your business currently sits in terms of Diversity and Inclusion.
There is no evidence of collecting or monitoring diversity and inclusion against organisational targets.There is evidence that supports a need for diversity and inclusion data to be collected and monitored.Evidence supports a critical need to collect and monitor diversity and inclusion data, and have allocated resources to understand best practices.There is an analytics platform to collect and monitor diversity and inclusion data against organisational targets.The Board and Senior Management regularly track all diversity and inclusion metrics. A people analytics platform is used to evaluate and monitor progress against targets. Information is gathered and used to inform and modify policies and programs.

Accountability & Measurement

Please select where you feel your business currently sits in terms of Diversity and Inclusion.
There is no evidence of collecting or measuring employee feelings of belonging, fair treatment and psychological safety.There is evidence that supports a need to collect data to monitor employee feelings of belonging, fair treatment and psychological safety.There is evidence that supports a critical need to collect data to monitor employee feelings of belonging, fair treatment and psychological safety, and have allocated resources to understand best practices.There is an analytics platform to collect data and evaluate employee feelings of belonging, fair treatment and psychological safety.Employee engagement surveys are conducted a minimum of twice a year to collect and monitor data regarding employee feelings of belonging, fair treatment and psychological safety.

Accountability & Measurement

Please select where you feel your business currently sits in terms of Diversity and Inclusion.
There is no evidence of collecting data to measure the effectiveness and appropriateness of diversity and inclusion policies and programs.There is evidence that supports a need to collect data to monitor the effectiveness and appropriateness of diversity and inclusion policies and programs.There is evidence that supports a critical need to collect data to monitor the effectiveness and appropriateness of diversity and inclusion policies and programs, and resources have been allocated to understand best practices.There is an analytics platform to collect data to evaluate the effectiveness and appropriateness of policies and programs.There are periodic organisational-wide surveys to collect, monitor, and evaluate the organisational diversity and inclusion policies and practices, including the effectiveness of training and programs and leadership support. The data collected is analysed and provides a policy and program modification feedback loop.

Accountability & Measurement

Please select where you feel your business currently sits in terms of Diversity and Inclusion.
There is no evidence that data is collected to measure diversity and inclusion against organisational targets.There is evidence that supports a need for diversity and inclusion data to be collected and monitored to create organisational accountability.Leadership identify that there is a critical need to collect and monitor diversity and inclusion data to create organisational accountability and resources have been allocated to understand best practices.There is an analytics platform to collect and monitor diversity and inclusion data against organisational targets, creating organisational accountability.Diversity and inclusion targets are periodically measured against organisational metrics in my organisation. These targets are reported to the Board and Senior Management, creating a culture of organisational accountability. This data includes, but is not limited to, gender pay gaps, diversity in leadership positions, and responses to psychological safety.

Accountability & Measurement

Please select where you feel your business currently sits in terms of Diversity and Inclusion.
There is no evidence that data is collected to monitor diverse groups with limited career progression.There is evidence that supports a need for data to be collected to monitor diverse groups with limited career progression.There is evidence that supports a critical need for data to be collected to monitor diverse groups with limited career progression, and resources have been allocated to understand best practices.It is evident there is a system to collect data to monitor diverse groups with limited career progression.It is evident that there is a system in place to collect data to monitor diverse groups with limited career progression. Modifications are made wherever possible to support the career progression of all diverse groups. Recruitment efforts adhere to organisational diversity targets whenever feasible.
Level: Accountability & Measurement
out of 24
Percent: Accountability & Measurement
Value: Accountability & Measurement
Accountability & Measurement comments

Recruitment & Selection

These questions evaluate your company's dedication to promoting diversity, equity, and inclusion in hiring, workplace procedures, employee support, career advancement, and supplier diversity.

Recruitment & Selection

Please select where you feel your business currently sits in terms of Diversity and Inclusion.
There is no evidence in job advertisements/descriptions that diversity is welcomed, and that reasonable adjustments will be made during recruitment.There is evidence that supports a need for job advertisements/descriptions to include that diversity is welcomed, and that reasonable adjustments will be made during recruitment.There is evidence that supports a critical need for job advertisements/descriptions to include that diversity is welcomed, and resources have been allocated to understand best practices.It is evident there is a system in place to ensure that job advertisements/descriptions include that diversity is welcomed, and that reasonable adjustments are made during the recruitment process.It is evident there is a system in place to ensure that all job advertisements/descriptions include language that reflects the diversity and inclusion policy and for recruitment to be free from bias and discrimination. The organisation will consider all requests to adjust the recruitment process to accommodate individual needs, and job descriptions will direct candidates to request adjustments and support.

Recruitment & Selection

Please select where you feel your business currently sits in terms of Diversity and Inclusion.
There is no evidence of a system that prevents bias and discrimination in the hiring process.Leadership identify there is a need for a system that prevents bias and discrimination in the hiring process.Evidence supports a critical need for a system that prevents bias and discrimination in the hiring process.It is evident that there is a system in place that prevents bias and discrimination in the hiring process.There is evidence of a system for screening candidates, short-listing interviews, and the final selection process to prevent bias and discrimination. The organisation implements unconscious bias decision-making principles during all stages of the recruitment process. This might include blind resumes, standardised interview processes, diversity quotas, and diversity representation on hiring panels and consultation. Targets are in place for diversity recruitment.

Recruitment & Selection

Please select where you feel your business currently sits in terms of Diversity and Inclusion.
There is no evidence of flexible work arrangements.There is evidence that supports a need for flexible work arrangements and the need to have a process or system in place.There is evidence that supports a critical need for a process or system for flexible work arrangements, and resources have been allocated to understand best practices.It is evident there is a process or system in place for flexible work arrangements, regardless of employee contract terms.It is evident through processes and systems that flexible working arrangements are available to all employees, including permanent part-time, compressed work week, job-sharing, and reasonable requests are considered favourably.

Recruitment & Selection

Please select where you feel your business currently sits in terms of Diversity and Inclusion.
There is no evidence of a support person or mentor assigned to facilitate orientation.There is evidence that supports a need for a support person or mentor assigned to facilitate orientation for diverse groups.There is evidence that supports a critical need for a support person or mentor to be assigned to facilitate orientation for diverse groups, and resources have been allocated to understand best practices.It is evident that a support person or mentor are assigned to facilitate orientation for diverse groups.It is evident that a support person or mentor is assigned to facilitate orientation for diverse groups. Targets are in place to keep the organisation accountable for supporting employees who require adjustments to the workplace, with wrap-around support provided when possible. In the first 12 months of tenure, employees have a monthly check-in.

Recruitment & Selection

Please select where you feel your business currently sits in terms of Diversity and Inclusion.
There is no evidence of a career development system to support diverse groups.There is evidence that supports a need to have a transparent career development system that supports diverse groups.There is evidence that supports a critical need for a transparent career development system that supports diverse groups, and resources have been allocated to understand best practices.It is evident that there is a transparent system to support the career development of diverse groups.It is evident that a transparent system to support the career development of diverse groups is mature and well-resourced. The organisation has succession planning targets that reflect the diversity and inclusion policy, with learning needs identified and individuals feeling supported to achieve goals.

Recruitment & Selection

Please select where you feel your business currently sits in terms of Diversity and Inclusion.
There is no evidence of a process to ensure promotions are made fairly, free of discrimination and bias.There is evidence that supports a need for a process to ensure promotions are made fairly, free of discrimination and bias.There is evidence that supports a critical need for a process to ensure that promotions are made fairly, free from discrimination and bias, and resources have been allocated to understand best practices.It is evident there is a process in place to ensure that promotions are made fairly, free of discrimination and bias.It is evident that there is a process in place to ensure promotions are made fairly, free of discrimination and bias, with targets in place and outcomes reported to the Board and C-Suite. Promotion decisions are made with input from multiple stakeholders with a gender make up that at least 40:40:20 women:men:any gender

Recruitment & Selection

Please select where you feel your business currently sits in terms of Diversity and Inclusion.
There is no evidence of a process to ensure there is supplier diversity.There is evidence that supports a need for a process to ensure supplier diversity exists in the organisation.There is evidence that supports a critical need for a process to ensure supplier diversity, and the organisation has allocated resources to understand best practices.It is evident that there is a process to ensure supplier diversity, including targets, policy, and stakeholder education.There is evidence of a process to ensure supplier diversity, including targets, policy, and stakeholder education. The organisation is accountable for engaging with Aboriginal and Torres Strait Islander businesses and social enterprises, and achieving targets.
Level: Recruitment & Selection
out of 28
Percent: Recruitment & Selection
Value: Recruitment & Selection
Recruitment comments

Practice & Policy

These questions cover policies and programs in the workplace related to Diversity and Inclusion, including access to training, mentoring, Employee Resource Groups, support through third parties, facilities that support diverse groups, breastfeeding and parenting support, religious worship, and behaviours that reflect the organisation's approach.

Practice & Policy

Please select where you feel your business currently sits in terms of Diversity and Inclusion.
There is no evidence of a diversity and inclusion department and it does not seem to be an organisational priority to establish one.There is evidence that supports a need to develop a diversity and inclusion department.There is evidence that supports a critical need to develop a diversity and inclusion department, and this is supported by the Board and Senior Management, with resources allocated to best practices.There is evidence of a Diversity and Inclusion department, that is supported by the Board and C-suite.Dedicated resources are allocated to diversity and inclusion, and the Board and C-Suite support the function. The Diversity and Inclusion function's size is commensurate with the organisation's size.

Practice & Policy

Please select where you feel your business currently sits in terms of Diversity and Inclusion.
There is no evidence of diversity and inclusion training.There is evidence that supports a need for diversity and inclusion training, covering a range of relevant topics.There is evidence that supports a critical need to develop diversity and inclusion training, covering a multitude of relevant topics, and have allocated resources to do so.It is evident there is diversity and inclusion training that covers relevant topics, and all staff are expected to complete these.Diversity and inclusion training is mandatory for all employees and covers bullying, harassment, unconscious bias and discrimination. There are completion targets in place and completion rates are monitored and reported.

Practice & Policy

Please select where you feel your business currently sits in terms of Diversity and Inclusion.
There is no evidence of a communication guide for diversity and inclusion.There is evidence that supports a need for a communication guide for diversity and inclusion.There is evidence that supports a critical need to establish a diversity and inclusion communication guide and resources have been allocated to do so.A diversity and inclusion communication guide has been developed, with key organisational functions expected to consistently use it.My organisation has a detailed communication guide that supports diversity and inclusion, which was developed using feedback from lived experience and/or Employee Resource Groups. The guide includes communication templates acknowledging Aboriginal and Torres Strait Islanders, instructions for email signatures and pronouns, and outlines the verbal and visual prompts and icons that support diversity.

Practice & Policy

Please select where you feel your business currently sits in terms of Diversity and Inclusion.
There is no evidence of visual or verbal prompts or icons to celebrate diversity.There is evidence that supports a need for visual and verbal prompts or icons to celebrate diversity.There is evidence that supports a critical need for dedicated visual and verbal prompts and icons to celebrate diversity, and resources have been allocated to understand best practices.Visual and verbal prompts and icons are used consistently, with pronouns and significant diversity dates recognised.Verbal and visual prompts and icons that celebrate diversity and significant dates are reflected in policy (significant day/public holiday swap) and facilities, including receptions/toilets/lunchrooms.

Practice & Policy

Please select where you feel your business currently sits in terms of Diversity and Inclusion.
There is no evidence of inclusive design principles in it’s processes, technology and operations.There is evidence that supports a need for inclusive design principles in processes, technology and operations.There is evidence that supports a critical need for inclusive design principles in processes, technology and operations and resources have been allocated to understand best practices.It is evident that inclusive design principles have been applied to process, technology and operations.It is evident that inclusive process design and documentation reflect the diversity and inclusion policy, with best practice principles applied and monitored. Existing processes are renewed annually to ensure adherence to the diversity and inclusion policy and incorporate Employee Resource Group (ERG) feedback.

Practice & Policy

Please select where you feel your business currently sits in terms of Diversity and Inclusion.
There is no evidence a diversity and inclusion policy has been referenced in the design of facilities or in organisational communications.There is evidence that supports a need for a diversity and inclusion policy to influence facility design and communications.There is evidence that supports a critical need for a diversity and inclusion policy to influence facility design and communications, and resources have been allocated to understand best practices.It is evident that a diversity and inclusion policy has informed facility design and communications.It is evident that all functional areas, including facilities and communications, reflect the diversity and inclusion policy with best practice principles applied and monitored. This could include plumbed prayer rooms, lockers for storage, and low sensory rooms.

Practice & Policy

Please select where you feel your business currently sits in terms of Diversity and Inclusion.
There is no evidence of a parental leave policy beyond what is stipulated in the Fair Work Act 2009.There is evidence that supports a need for a parental leave policy beyond the minimum stipulated by the Fair Work Act 2009.There is evidence that supports a critical need for a parental policy beyond the minimum stipulated by the Fair Work Act 2009, and resources have been allocated to understand best practices.There is a parental policy that is consistent with industry standards and beyond what is stipulated by the Fair Work Act 2009.There is a parental leave policy beyond the legislative requirements stipulated by Fair Work 2009, including paternity leave having parity with maternity leave. The Board and C-Suite encourage all employees to take advantage of this entitlement. Targets are in place for leadership to reference the parental leave publicity with employees.

Practice & Policy

Please select where you feel your business currently sits in terms of Diversity and Inclusion.
The policy reflects the minimum requirements as detailed by the Fair Work Act 2009.There is evidence that supports a need for more supportive return-to-work policies and programs.There is evidence that supports a critical need for supportive return-to-work policies and programs, and resources have been allocated to understand best practices.There are supportive return-to-work policies and programs, and these are significantly above the minimum requirements outlined by the Fair Work Act 2009.My organisation has a supportive return-to-work policy and well-resourced programs that enable parents to re-enter the workforce, including mentorship and flexible hours. Facilities accommodate the needs of breastfeeding parents with a dedicated space and refrigeration. The organisation will provide information on childcare networks near camp areas, if possible.
Level: Practice & Policy
out of 32
Percent: Practice & Policy
Value: Practice & Policy
Policy comments

Culture & Supports

The upcoming questions aim to understand the culture of your organisation and the measures it takes to ensure an inclusive and welcoming environment for all its employees. The questions will cover facilities that cater to diverse needs and provide inclusive support for employees, including Employee Resource Groups, parental support, religious services and spaces, and access to diversity and inclusion training.

Culture & Supports

Please select where you feel your business currently sits in terms of Diversity and Inclusion.
I do not know where to access diversity and inclusion training resources.There is evidence that supports a need for diversity and inclusion training resources to be easily accessible to all employees.There is evidence that supports a critical need to manage diversity and inclusion training resources so all employees can easily access these and have allocated resources to understand best practices.All diversity and inclusion training materials are stored in a central location that is easy for all employees to access.Diversity and inclusion training resources are stored in a central location and are available on-demand or available in-person at least quarterly. Employees have a support person if they need help accessing or using the resources.

Culture & Supports

Please select where you feel your business currently sits in terms of Diversity and Inclusion.
There is no evidence of mentoring to support diverse groups.There is evidence that supports a need to provide mentoring support to diverse groups.There is evidence that supports a critical need for mentoring diverse groups, and resources have been allocated to understand best practices.It is evident that a mentor is provided to diverse groups to support and advocate for their needs.It is evident that diverse groups are provided with a supportive mentor to advocate for their needs and career development, including tailored guidance on professional development, access to the correct training, exposure to stakeholders, and equitable opportunities within the organisation.

Culture & Supports

Please select where you feel your business currently sits in terms of Diversity and Inclusion.
There are no Employee Resource Groups (ERG).There is evidence that supports a need for Employee Resource Groups (ERG) to support diverse groups within the organisation.There is evidence that supports a critical need for Employee Resource Groups (ERG) to support diverse groups, and the organisation has allocated resources to understand best practices.There are Employee Resource Groups (ERG), representing a large breadth of diversity groups, and these are provided with resources.Employee Resource Groups (ERG) are formed and mature across core diversity areas, each with an executive sponsor and allocated budget. The lived experience of group members designs the requirements of each group. Employees exhibiting intersectionality of diversity groups are encouraged and supported to attend more than one ERG. ERG includes but is not limited to diverse groups, Aboriginal and Torres Strait Islanders, Multiculutral Communities, Women, Age, Disability, and LGBTQIA+.

Culture & Supports

Please select where you feel your business currently sits in terms of Diversity and Inclusion.
There is no evidence of supporting diverse groups via third parties.There is evidence that supports a need to provide support via third parties to diverse groups.There is evidence that supports a critical need for engaging third parties to support diverse groups, and resources have been allocated to understand best practices.It is evident that third parties are engaged to provide support to diverse groups.A comprehensive list of third parties for diverse groups is accessible to employees. There is a provision to fund any memberships where appropriate.

Culture & Supports

Please select where you feel your business currently sits in terms of Diversity and Inclusion.
There is no evidence of support for parents.There is evidence that supports a need for more supportive policies and programs for parents.There is evidence that supports a critical need for more supportive policies and programs for parents, and resources have been allocated to understand best practices.There are supportive policies and programs for parents, regardless of gender, and these are well resourced.In my organisation, flexibility is provided for parents, regardless of gender, to play an active role in their children's lives, with parenting and family-balanced behaviours modelled across the organisation. These behaviours are encouraged through storytelling by the Board, C-Suite, and leadership.

Culture & Supports

Please select where you feel your business currently sits in terms of Diversity and Inclusion.
No evidence that facilities have been modified to support all employees to create a sense of belonging.There is evidence that supports a need for modifications to be made to facilities to support all employees and create a sense of belonging.There is evidence that supports a critical need for modifications of facilities to support diverse groups to create a sense of belonging, and resources have been allocated to understand best practices.Facilities have been modified to support diverse groups to support a sense of belonging for all.All facilities, including all camps, have been modified to support diverse groups through consultation with Employee Resource Groups (ERGs) and people with lived experience. In addition to meeting legislative requirements, facilities support menstruating people with the provision of period products, safe spaces for women, condoms, private spaces for prayer, and low sensory areas.

Culture & Supports

Please select where you feel your business currently sits in terms of Diversity and Inclusion.
There is no evidence of facilities to support breastfeeding.There is evidence that supports a need for safe breastfeeding facilities.There is evidence that supports a critical need for dedicated breastfeeding facilities and resources have been allocated to understand best practices.There are dedicated breastfeeding facilities available throughout many sites. These facilities are private and include refrigeration for storage.There are dedicated facilities to accommodate breastfeeding parents' needs at all organisational sites. These are private spaces that include refrigerated storage for breastmilk. This space also contains relevant breastfeeding support network details and information for people who are breastfeeding.

Culture & Supports

Please select where you feel your business currently sits in terms of Diversity and Inclusion.
There is no evidence that facilities have a private place for religious worship.There is evidence that supports a need for facilities to be modified for a private place for religious worship.There is evidence that supports a criticial need for facilities to have a private place for religious worship and resources have been allocated to understand best practices.Organisational facilities have a private place for religious worship.All facilities, including camps, have a private place for religious worship. This includes, but is not limited to, plumbing for washing and individual lockers to store prayer mats.

Culture & Supports

Please select where you feel your business currently sits in terms of Diversity and Inclusion.
There are no clear expectations of inclusive behaviour during external stakeholder interactions.There is evidence that supports that employees need clear expectations of inclusive behaviour during external stakeholder interactions.There is evidence that supports a critical need for employees to have clear expectations of inclusive behaviours during interactions with external stakeholders, and resources have been allocated to understand best practices.Employees have clear expectations of inclusive behaviour and are held accountable for exhibiting inclusive behaviours with external stakeholder interactions.All employees demonstrate inclusive behaviour during all external stakeholder interactions. Employees reflect the organisation's approach to diversity and inclusion in their interactions and understand the process of reporting problematic behaviour without fear of reprisal.
Level: Culture & Supports
out of 36
Percent: Culture & Supports
Value: Culture & Supports
Culture comments

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Resources WIDE maturity survey

Leadership & Broad Strategy

Leadership & Broad Strategy

Leadership & Broad Strategy

Leadership & Broad Strategy

Leadership & Broad Strategy

Leadership & Broad Strategy

Leadership & Broad Strategy

Leadership & Broad Strategy

Accountability & Measurement

Accountability & Measurement

Accountability & Measurement

Accountability & Measurement

Accountability & Measurement

Accountability & Measurement

Accountability & Measurement

Recruitment & Selection

Recruitment & Selection

Recruitment & Selection

Recruitment & Selection

Recruitment & Selection

Recruitment & Selection

Recruitment & Selection

Recruitment & Selection

Practice & Policy

Practice & Policy

Practice & Policy

Practice & Policy

Practice & Policy

Practice & Policy

Practice & Policy

Practice & Policy

Practice & Policy

Culture & Supports

Culture & Supports

Culture & Supports

Culture & Supports

Culture & Supports

Culture & Supports

Culture & Supports

Culture & Supports

Culture & Supports

Culture & Supports