KIA ORA AND WELCOME
Thanks for visiting Diversity New Zealand.
KIA ORA AND WELCOME
Thanks for visiting Diversity New Zealand.
KIA ORA
Philip Patston, Managing Director, Diversity New Zealand Ltd
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Deloitte Partner Candidate Workshop
24 June 2021
www.diversitynz.com/deloitte
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Pre-workshop survey results
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INTRODUCING A NEW MODEL
OF DIVERSITY
THE SYNERGY OF
UNIQUENESS AND COMMONALITY
(difference and similarity)
UNIQUE
different in a way worthy of note
COMMON
usual, normal, known to us, (just a bit boring)
LET'S GET RID OF
LabelsCategorisation
Representation
What is needed?
A balance of CONFIDENCE and HUMILITY
What is confidence?
Confidence
a feeling of self-assurance arising from
an appreciation of one's own abilities or qualities.
What is humility?
Humility
the quality of having a modest
or low view of one's importance.
BALANCE
BALANCE
Needs movement...
...it's not static.
GROWTH
DECAY
WHAT WILL YOU DECAY...
...in order to grow diversity in your organisation?
Some or all of these...
Beliefs
Values
Assumptions
Activity
Org Culture (HWDTAH)
Needing to know
Being right
... and more ? ? ? ? ?
Dos and Don'ts
for recruitment
1Pre-employment / applications
Don't ask about anything that may indicate an intention to discriminate (s23 HRA) — disability, age, gender etc.
Do separate / delete any personal information given that may bias your decision.
2Pre-interview
Do ask if there is anything you can do to make the interview more comfortable for the interviewee.
Don't ask anything potentially discriminatory (see grounds s21 HRA).
3At interview
Do check your bias (self-awareness).
Don't probe into personal issues about the interviewee's ability to do the job — access, childcare etc.
4AFTER offering a job
Do ask the candidate if there is anything they need to enhance their ability to do the job — desk setup, ability to , etc.
Do ask their preferred name and pronouns.
5Before confirming employment
Don't let bias and HWDTAH influence your decision.
Do be creative about how you might accommodate unique needs — flexitime, task-swapping, working virtually etc.
Do discuss any reasonable accommodation issues with the HRC or other employment expert (s22 HRA).
6After confirming employment
Do expect HWDTAH to change.
Don't let bias or discomfort stop you from benefiting from a new aspect of diversity.
Do be aware of other employees' responses to diversity and raise issues asap.
More watching
TEDxAuckland 2012
Feedback
Please let me know what you thought of the session
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