Family-Inclusive Policies

We support policies that create a family-friendly workplace, fostering a supportive and inclusive environment. These policies offer equitable access to pay, workplace flexibility, and comprehensive health and wellbeing initiatives.

Key Policies:

• Paid Parental Leave: These policies offer 22 weeks of paid leave without the ‘primary carer’ requirement.
• 100% Flexible Working: A yes to flexibility policy enables staff to work flexibly and remotely, including options like Purchased Holiday Leave and the Working Holiday Initiative.
• Talking Talent Partnership: Provides targeted support for parents and their leaders through a global coaching provider.
• Thrive Program: Comprehensive care for employees and their families via a partnership with Sonder.

Initiatives in Action:

• Video: Rowenna Walker: Client Director. Mum of two boys.
• Article: The $100,000 question at the heart of the gender pay gap (afr.com).

Additional Policy:

• Promoting Women During Maternity Leave: To combat the “motherhood penalty,” IAQ appreciates members who promote deserving employees even while they are on maternity leave. For instance, Rebecca Mawdsley was promoted to HR Systems & Operations Manager while on leave, exemplifying that taking time for family does not hinder career advancement.
• Family Friendly Workplaces Certification: We recommend achieving certification under the Family Friendly Workplaces program, launched by UNICEF Australia and Parents At Work, which sets national standards for family inclusive workplaces.

Credit: Aurecon and RPS

Multicultural Initiatives

We support policies that embrace cultural diversity, creating inclusive workplaces with employees from various backgrounds and cultures.

Key Policies:

• Cultural Holiday Swap: Employees can swap up to two public holidays to celebrate culturally significant dates.

Initiatives in Action:

• Video: My opportunity to grow – Shahbeba Ali, Senior Consultant.
• Video: From the desert to the sea: Qaiser Hayat’s engineering journey. 

First Nations Engagement

To ensure that engagement with Indigenous communities is both respectful and effective, it is crucial to approach it with the highest degree of commitment and sensitivity. Here are key practices to facilitate meaningful engagement:

Key Policies:

• QAGOMA Partnership: Collaborating on Reconciliation Circle and Design Tracks programs.
• Invest in Relationship Building: Establish strong, ongoing relationships with community members. Attend community events regularly and offer support beyond the immediate scope of your project. Consistent presence and genuine relationality are essential.
• Invest in Capacity Building: Recognize that some communities may lack the resources or time to engage fully. Consider employing community members as researchers or project officers, compensating them appropriately for their contributions.
• Give It Time: Allow ample time for community members to build trust and get to know you. Be mindful of their timelines and accommodate unexpected occurrences or delays, such as cultural events or community needs.
• Do Your Homework: Understand the history and context of the area. Research past interactions with government or other organisations and identify existing connections within the community to enhance your engagement efforts.

This approach aligns with best practices for respectful and effective engagement, ensuring that interactions are productive and supportive of the community’s need

• Staff Training: Subscription to the SBS Inclusion: Aboriginal and Torres Strait Islander course for improved cultural competence.

Initiatives in Action:

• University of Sunshine Coast Masterplan.
• Project Gilghi: Video – Solving water inequality for remote communities.
• Boola Katitjin, Murdoch University: Video – Boola Katitjin film produced by BBC StoryWorks.

Credit: Aurecon

To ensure your projects are respectful and aligned with Indigenous perspectives, follow these key practices:

• Consult Thoroughly: Engage with the communities affected by your project. Allow them ample time and meaningful opportunities to influence the policy or project. This ensures their perspectives are integrated into the development process.
• Form Partnerships: Collaborate with Indigenous corporations and organizations. These partnerships can provide invaluable feedback, facilitate effective engagement, and support the implementation of policies. Ensure these organizations benefit from their involvement.
• Consider an Advisory Group: For projects with national or extensive reach, or those requiring ongoing input, establish an advisory group. This group should include diverse stakeholders who can offer various perspectives and ensure that cultural contexts are considered in your work.

By applying these strategies, you ensure that your projects are culturally sensitive and responsive to the needs and aspirations of Indigenous communities.

Disability and Neurodiversity Support

We support policies that promote inclusivity for employees experiencing disability or neurodiversity, ensuring a supportive and accessible work environment.

Key Policies:

• Accessibility Review: A 12-month review with JobAccess to enhance accessibility and create a positive work environment.
• Inclusive Language Resources: Guidance on appropriate language to ensure comfort for employees with disabilities.
• Neurodiversity Network: A peer-to-peer support network for Neurodivergent employees and their carers, fostering a safe space for sharing experiences and raising awareness.

Credit: Aurecon

Transparency in Pay Gap Reporting

We support policies that emphasise transparency in pay gap reporting to drive change and foster an inclusive, equitable workplace where no gap exists.

Key Policies:

• Comprehensive Pay Gap Reporting: Publishing gender, ethnicity, sexual orientation, Black heritage, disability, and socio-economic background pay gaps is crucial. This transparency helps identify and address inequalities.
• Target Setting and Monitoring: Setting long-term targets for diversity and continually monitors progress to ensure effective action and increased representation.
• Detailed Ethnicity Pay Gap Reporting: IAQ applauds those expanding pay gap reporting to include additional ethnicity categories, providing more nuanced insights into different groups’ experiences within the firm
• Promotion Readiness Programs: Initiatives that support colleagues from lower socio-economic backgrounds, helping them develop and progress at comparable rates to their peers are fundamental to reducing pay gaps.

Credit: KPMG