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Diversity and Inclusion

At Life Without Barriers, we celebrate that each individual is unique. We work with clients from diverse cultural and social backgrounds with varied life experiences, physical abilities and interests. To deliver the best service we can to the clients we support, we know that we need employees who bring diversity of ethnicity, gender, sexual orientation, age, ability, cultural and religious beliefs, life experience and ideologies. Diversity and inclusion is part of our DNA. It’s woven into our vision and values and promotes an inclusive culture which celebrates difference, where each person can bring their whole self to work every day and thrive. It’s more than just understanding one another, it’s about building trust and making lasting connections.

Our Approach

Our Diversity and Inclusion team here at LWB, work alongside the business on initiatives to ensure that our people and workplaces around the nation are accessible and welcoming to all. Our approach is supported by our Reconciliation Action Plan and our Accessibility, Inclusion & Employment Plan to ensure that we attract and retain the broadest diversity of employees, including those who identify as Aboriginal and Torres Strait Islander peoples, people with disability and the LGBTQI community.

Our Diversity Targets

  • For 10% of new hires in 2018 to identify as people with disability. In 2017, we met our target of 4%.
  • By June 2019, 10% of LWB employees identify as Aboriginal and Torres Strait Islander peoples.

Our Actions

We have already made many changes to our policies and practices to increase inclusion and diversity of our organisation, including:

  • Review of our recruitment policy and practices to ensure we are accessible for employees of all abilities.
  • Launch of a centrally managed Workplace Adjustments Policy and Procedure embedded in our on-boarding process.
  • Aboriginal and Torres Strait Islander Cultural Awareness Training delivered by our people to employees and Carers.
  • Disability Confidence training for hiring managers.
  • Applying for accreditation offered by specialist diversity organisations.
  • A Reconciliation Award embedded in our annual Employee Recognition Awards.
  • Participation in Intern programs such as CareerTrackers and AND’s Stepping into Program.
  • Employee-led Reconciliation Action Plan Committees at the regional level, rolling up into State, Territory and National RAP Committees.
  • Memberships with highly regarded diversity bodies and networks including the Australian Network on Disability, Diversity Council Australia and NEEOPA.
  • Diversity and inclusion questions within our Employee Engagement Survey to provide us with a diversity and inclusion score.
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