The Inclusivity and Diversity Group exists to foster a workplace culture where every staff member feels respected, valued, and empowered to contribute.
The Inclusivity and Diversity Group exists to foster a workplace culture where every staff member feels respected, valued, and empowered to contribute. Built on the belief that every voice matters, the group began as a space to empower women and has since evolved into a vibrant, inclusive community that embraces a wide range of perspectives. Guided by a shared commitment to equity, diversity, and inclusion (EDI), as well as communication, trust, and psychological safety, we are dedicated to embedding these principles into our daily practices, policies, and interactions.
To guide our work, the group is grounded in the following principles:
We welcome input from across the division! If you have ideas, feedback, or suggestions to improve inclusivity and diversity in our workplace - especially within DLT here are some things our group can help with. Your voice matters.
Issues the Inclusion and Diversity Group can support
Issues that require escalation or redirection
Some concerns go beyond the scope of the group and should be escalated to formal support channels.
| Issue type | Redirect to |
|---|---|
Feedback about DLT processes | Feedback should be directed to relevant DLT leadership |
Discrimination, harassment, or bullying | Refer to appropriate DLT manager and if the matter can not be resolved a complaint can be lodged with the Division of People and Culture |
Mental health |
In 2025, we have focused on several key initiatives aimed at embedding inclusive practices across the Division:
We have developed inclusive meeting guidelines to support all chairs in fostering equitable participation across the university. These guidelines provide practical strategies to ensure that every voice is heard and valued, regardless of role, background, or communication style. By adopting these practices, chairs will create respectful and supportive environments that encourage meaningful contributions and strengthen our commitment to a diverse and inclusive university culture.
We championed inclusive practices and allyship that affirm diverse sexualities, gender identities, and expressions. The division was given the opportunity to attend training provided by the Equity, Diversity and Inclusion team. This training has helped build awareness and foster a more supportive environment for LGBTQIA+ colleagues.
We continue to work on strategies to ensure equity and inclusion remain visible and actionable across the Division. This includes integrating our conversations and updates into regular DLT team meetings and providing opportunities for feedback.
We explored best practices for adding pronouns to email signatures, helping staff feel seen and respected in their identities.
To provide information and strategies, we’ve contributed points of interest to the Division’s Bulletin, helping to promote equity and inclusion by sharing diverse perspectives and initiatives that support a more inclusive and informed community.
Together, we strive to ensure that every individual within DLT feels seen, respected, and supported, because inclusion isn’t just a value, it’s a lived experience.
The group meets quarterly to review progress, share insights, and plan initiatives. Meeting dates are circulated in advance and open to all interested staff. Contact one of our group members to receive the meeting invite.
Members consistently describe our meetings as uplifting and energising - a true "brains trust" where ideas flourish and support is abundant. Whether you're seeking connection, inspiration, or impact, this group offers a welcoming space to contribute and grow.
If you're interested in joining or learning more, please reach out to any of the listed members.