Photo of HR Manager, Ruth Liddle, at Midsumma Festival

Introduce yourself and your role here at Keypath (explain what your role entails in two or three sentences)

I'm Ruth Liddle, Human Resources Manager at Keypath. I've been working with Keypath since March 2019 and am due to finish up in May 2020. As HR Manager, I look after all things 'people'. HR is deeply embedded in the business here at Keypath - therefore, my role is incredibly broad!

Some of my key areas of focus are:

  • Promotion of positive organisational culture

  • Policy, strategy, compliance, attraction and retention 

  • Stakeholder engagement across the business via coaching, advice and support

  • Performance management

  • Change management processes and workforce planning

  • Diversity and Inclusion initiatives and events - Mental health initiatives - WH&S initiatives

  • Support of a brilliant Recruitment Consultant

  • As well as driving day-to-day, monthly and annual HR processes

We recently developed and launched a Diversity and Inclusion Policy. Tell us about it and why it’s important for Keypath:

We launched our Diversity and Inclusion (D&I) Policy, and D&I Survey, in December 2019. The D&I Policy details our ongoing commitments to workforce diversity and inclusion and increases the accountability of our actions. 

The D&I Policy aims to have a genuine and structured approach to all things D&I, to have a more substantial presence in the community, and to help reduce disadvantage and barriers faced by our specified D&I groups. We want a workforce where employees feel safe, included, and where they can be who they truly are. 

Some of the things we're doing to achieve our D&I goals are: 

·    Ensuring that there is representation of all D&I groups across the business

·    Providing a broad range of supports and development

·    Developing purposeful and deliberate recruitment strategies 

·    Celebrating our people

·    Ongoing communications and generation of awareness/education about our D&I groups

·    Using inclusive language; and

·    Having open and honest conversations

 

What is required of a strong culture in the workplace these days?

There is a multitude of factors to consider when embedding a strong sense of organisational culture. These include:

  • Collaboration

  • An inclusive environment where everyone feels safe to be themselves!

  • Clear communication and transparency

  • Employee appreciation and recognition

  • Employees feeling heard, understood, valued and empowered

  • Corporate social responsibility and social stances

  • Approachability of leaders – we're not hierarchical or bureaucratic

  • A clear vision and values

  • Clear induction, training and development

  • Policies and benefits that resonate with our people 

  • Accountability for all employees in all roles

  • Recruitment and selection practises – we hire for cultural fit

  • Organisational accountability and practising what we preach 

What do diversity and inclusion mean to Keypath? What does Keypath do to support/address a strong culture?

The findings from our D&I Survey speak for themselves on this one – we found that:

·     97% of our workforce believe that Keypath is successful at supporting people of diverse backgrounds; and,

·    that 90% of our workforce believe that D&I in the workplace is very important to them personally.

 

Keypath is actively looking for ways to support a culture where inclusion is at the forefront. Earlier this year we attended Midsumma Festival for the first time, specifically Midsumma Carnival and Pride March. We had a whole lot of employees volunteer their spare time to attend both events, represent Keypath, and generate awareness in the community about who we are, what we do, and our D&I strategies – this was all in the hope to further diversify our workforce, while showing support to our existing employees and the LGBTQIA+ Community. It was an absolute success!

Most recently we focused on two outward-facing initiatives for International Women's Day (which we have extended due to the current COVID-19 crisis). We have been running clothing and donation drives to support women who are facing disadvantage and women & children who are experiencing family and domestic violence. In recognition of the donations we’ll be making to Safe Steps, we have also launched a Family and Domestic Violence Leave Policy to support employees who may be going through similar times of crisis.

D&I benefits Keypath in every way; it's as simple as that! The benefits include:

  • Diversity of ideas, perspectives, creativity and initiatives

  • An environment where an employee feels included and safe is one where they are more likely to achieve

  • Higher engagement and retention

  • Better relatability to our diverse students and partners

  • We're also very transparent about our commitments in external-facing comms and recruitment which encourages more people of diverse backgrounds to show interest in working with us

  • I am constantly receiving feedback from employees about what D&I means to them and how proud they are to work for a business that is so genuine about D&I

What are Keypath's diversity groups?

Our core areas of focus are Aboriginal and Torres Strait Islander peoples, People with Disability, LGBTQIA+ peoples, Women, and Culturally and Linguistically Diverse peoples. We found out the following statistics through our Diversity and Inclusion Survey: 

  • 2.97% of Keypathers identify as being Aboriginal and/or Torres Strait Islander

  • 19% of Keypathers identify as being LGBTQIA+

  • 24.75% of Keypathers are from non-English speaking backgrounds

  • 46.29% of Keypathers have a country of origin other than Australia

  • 21.1% of Keypathers are People with a Disability

  • 58% of Keypathers are women – also, half of our leadership team are women

We're always striving to improve, strategise and make more efforts with D&I – We have a lot of exciting initiatives still to come in 2020, watch this space!

If you're interested in joining us, check out our latest opportunities here.