What do you do if you’re trying to return to the ever-changing workforce of the law, after being out of the workforce for 3-20+ years? How can you navigate changes in technology and regulations, whilst delivering the value of your own knowledge and experience? We spoke to Andrea Bell from Herbert Smith Freehills to learn about how the OnRamp fellowship program supports women to do just that, accelerating the re-entry of female lawyers into the firm.

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Flexible workplace initiatives are on the rise with employees being afforded with greater freedom to decide ‘how’, ‘where’ and ‘when’ they work in an effort to accommodate an improved balance between work and life goals. Are employees taking up the offer, and how effective are such initiatives? Westpac Group’s “All In Flex” policy provides a case study to explore what these initiatives look like in practice, and to understand some of the ongoing challenges to mainstreaming flexibility across organisations.

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Fundamental global shifts, including growth in emerging markets and changing employee attitudes, have seen global employee mobility increasing.  However, a ‘glass border’ is restricting some LGBT employees from enjoying prosperous international careers, with many countries being unsafe or unfriendly for LGBT people, and limited organisational support creating barriers to working overseas. 

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The New South Wales (NSW) Police Force has undertaken a series of initiatives aimed at supporting employees and community members who identify as lesbian, gay and bisexual. We speak to the pioneer of these programs, Superintendent Tony Crandell, about why this became a priority for a policing agency and what business leaders could learn from their experience.

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Science, Technology, Engineering and Mathematics, or STEM, fields are some of the fastest growing industries in the world today. However, little is known about the experience of sexual and gender minorities working in these traditionally male-dominated fields. While research has recently focused on the experience of women as a minority group, the question remains: How do LGBTQA individuals studying and working in STEM fields experience their professional environments?

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Where do leaders get their great ideas? Of course there are experiences and conversations – but what the impact of books? Four great leaders across four diverse industries share what’s on their nightstands: Susan Lloyd-Hurwitz (CEO Mirvac), Graeme Head (NSW Public Service Commissioner), Ronni Kahn (CEO OzHarvest) and Ben Burge (Executive Director of Telstra Energy).

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‘Applied’ is a digital platform developed by the Behavioural Insights Team (‘BIT’) that uses behavioural science to remove bias from the recruitment process. BIT tested Applied against a traditional CV sift as part of their 2015/6 graduate recruitment round to see if digital recruitment tools really can make hiring smart, fair and easy in practice.

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In an effort to reduce the level of unconscious bias in recruitment practices, an increasing array of automated screening tools are being developed

Unconscious biases influence our ability to make rational decisions about others, and directly impact diversity outcomes. Recognising this, the BMO Financial Group (BMO), one of the top ten banks in North America, has recently undertaken steps to both raise awareness and disrupt bias during recruitment and performance review processes, thereby helping leaders make more objective talent decisions.

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Teams comprising individuals with similar backgrounds and experiences negatively impact the potential for diversity of thinking within organisations.