Collaboration is an ongoing commitment as ACC intentionally builds a culture of inclusion.
“Teams create inclusion in many ways. Following our regular engagement surveys, teams discuss results and build a plan of what they want to improve together. Three times a year, we conduct a team conversation throughout ACC on a specific theme. These conversations create space for teams to engage on important topics that build connection and inclusion,” she says.
“In developing policies, designing offices, introducing initiatives and implementing new systems, we intentionally consider inclusion in our decision making. We reach out to our employee diversity networks to ensure that the voice of employees can be heard in design activities.”
There are six employee diversity networks and each has a sponsor from the executive team.
The networks have supported many initiatives including an accessibility toolkit, encouraging employees to include pronouns in their email signatures, the introduction of a Rainbow learning module, the introduction of parents’ room and quiet rooms, and learning sessions on mental wellbeing for leaders.
Other initiatives introduced to build a more inclusive workplace include a flexible dress approach. Employees were invited to reshape the organisation’s guidelines.
“Employees enthusiastically contributed with hundreds of responses. The reshaped guidelines allow employees to “dress for their day”, trusting employees to make the right decision depending on what their day involves. Cultural dress is specifically encouraged. Employees indicate that the guidelines better allow them to bring their whole selves to work,” says Sharon.
Additionally, ACC has recently announced that employees can choose to work from home for up to two days a week.
