More Voices, More Representation

For event managers

• Pay your speakers.
• Pay all speakers fairly. If you’re not sure of fair rates, research or ask. 
• Ensure diversity on all panels, speaker line-ups, and roundtable discussions. 
• Check for tokenism. Is everyone given a fair opportunity to speak their truth? Are certain speakers being pigeonholed because of their demographic or background?
• Assess the event for inclusivity. Consider wheelchair accessibility, Auslan interpreters, halal food, timing and length of the event, lighting, noise/volume of the microphones or speakers, vegetarian and vegan options.
• Establish inclusive moderation. Train moderators to foster equitable dialogue, encouraging voices from marginalised groups to share their insights without fear of interruption or bias. Inclusive facilitation involves finding the balance of bringing forward vulnerability while keeping the room psychologically safe for participants. 
  

For individuals

• Assess the diversity of your own network – Do all your friends and colleagues look and sound the same?
• Reflect on any feedback you have had regarding bias – What feedback have you actioned or not actioned?
• Be an active bystander and callout discrimination in the workplace when you see it. If there are not clear reporting processes internally, ask why. 
• Be an active ally for those from underserved communities by listening, advocating and creating opportunities to help them thrive and have their voices heard.

For businesses

• Measure your gender pay gap. Close the gap. 
• Measure your intersectional gender pay gap. Close the gap. 
• Measure any other gaps in how people are paid differently for the same job or value. If appropriate, run analysis and ask experts about why these gaps may exist, and assess whether unconscious bias plays a part in forming these pay gaps. If so, be transparent about what the gaps are and what measures will be taken to ensure they do not resurface in the future. Then close the gap. 
• Assess the diversity of your workforce. Which roles have more/less diversity? Why?
• Assess the power distribution across the workforce. Do those with power come from a certain demographic, cultural background, or socio-economic status?
• Assess your hiring and recruitment teams and where potential unconscious biases may lie. 
• Ask the hiring and recruitment teams regularly for feedback for why certain candidates were not the right ‘cultural fit’. Assess whether ‘cultural fit’ is being driven by unconscious bias. 
• Assess the educational pathways you require for roles. Are they restricting your hiring to certain sections of society and discriminating against others?
• Consider the inclusivity of your environment. Do you have a dedicated private prayer room? Are your offices accessible to all? Do you provide halal or kosher snacks?
• Are your work gatherings or outings safe spaces for everyone? For example, if they always include some form of drinking, consider how you can change this to include those who don’t drink for religious or cultural reasons.