It’s important to consider diversity and inclusion inside an organisation to empower employees by respecting and appreciating what makes them unique. This can include gender, age, ethnicity, religion, disability, sexual orientation, education, and national origin. Diversity ensures the learning and understanding of these differences occur within a protected, positive and nurturing environment.
So, as many security operators look to increase diversity and inclusivity, let’s look at ways we can continue to change.
Inclusivity and diversity when hiring
When considering amplifying diversity within the workplace, the first step would be to analyse the recruitment process. Embracing diversity during this phase ensures a greater talent pool to draw upon, and presents an opportunity to experience alternative viewpoints.
Requesting specific ‘previous experience’ can instantly limit the talent pool. An advert suggesting previous experience within service industries such as Police, Army or Navy already limits the number of women applicable due to the vast male-dominated roles within these departments.
Whilst it may feel detrimental to broaden the scope for recruitment by removing previous parameters, it automatically discounts many women who derive from customer service-based roles and exhibit exceptional negotiating skills. It also discounts individuals living with disabilities, who are known to possess greater patience, and can enjoy tasks where repetition is involved.
Diversity in concepts and planning
Another aspect to consider when analysing ways to improve diversity within the security industry, is to consider widening industry training to include event speakers from minority groups, or a diverse range of experience amongst panel speakers.
When training is consistently offered by returning industry-leading speakers, it often leaves minority groups, or those with ‘quieter voices’ left unheard. By championing diversity and providing a platform whereby individuals can offer their unique experience or alternative viewpoint can lead to profound inclusivity and enhanced training avenues, across the industry.
Our contribution
At Dominance, we are always searching for new and unique ways to further introduce diversity and inclusivity within our working environment. As a company, we are proud to acknowledge that female staff make up 20% of our overall workforce, and we strive to always challenge this figure, looking at ways to increase this in the future.
Dominance has also engaged Sean Armistead, a Potarwuti Padthaway man experienced in leading some of Australia’s most successful Indigenous employment and business procurement programs, to help develop our Reconciliation Action Plan, ensuring our commitment in providing employment opportunities for Aboriginal and Torres Strait Islander peoples.
With the protection and safety of the Australia-wide community at the heart of operations,
Dominance truly understands the importance of working collaboratively with majorities and minorities, exploring avenues to further enhance inclusivity and diversity across their workforce.
If you would like to find out more information about how Dominance strives for inclusivity and diversity within their workplace, or are interested in further protecting your assets or premises, please contact them on 1300 332 322.
