Inclusive Hiring Summary

“Diversity doesn’t look like anyone. It looks like everyone.” 

Karen Draper 

Inclusive Hiring Summary

In today’s dynamic landscape, inclusive hiring practices have emerged as a cornerstone of organisational success. Reverend Jesse Jackson’s poignant statement, “When everyone is included, everyone wins,” encapsulates the essence of inclusive hiring. But what exactly does inclusive hiring entail? At its core, inclusive hiring embodies a proactive recognition and embraces diversity within the workforce. It transcends mere representation, aiming to foster an environment where all individuals, regardless of background, colour, race, gender, sexuality, physical ability are afforded equal opportunities. Inclusive hiring is NOT about ticking boxes or meeting quotas; rather, it’s an approach to levelling the playing field for all candidates. At Rubix we delve beyond the fundamental principles of inclusive hiring. From understanding subconscious bias, its significance in bolstering employee retention,

the effects of productivity, to navigating the legal frameworks designed to prevent discrimination, we have taken the time to uncover the multifaceted aspects of inclusive hiring. Moreover, we have examined the importance of going beyond surface-level diversity to encompass the myriad dimensions of human experience.  Our belief is that DEI extends beyond the optics and “tick-boxes”, we believe that it runs into the lived experiences, opinions, and perspectives. With a mindset of – respect one another and in turn, learn from one another – leads to the creation of the innovation ripple effect!

“Diversity is being invited to the party; inclusion is being asked to dance”

Verna Myers – Best selling author, and Leading DEI Expert 





Drives happy & high performing teams!!

Did you know that a survey completed by Greenhouse uncovered that diversity, equity and inclusion remains critical for job seekers of all ages when applying for a role with 86% considering a company’s investment in DEI during the process. The investments that candidates evaluated as the most important were: 

  • Employee benefits such as coverage for remote and flexible work arrangements and gender affirmation paid leave (49%) 
  • Employee review platforms such as Glassdoor on progress and opportunities (47%) and a diverse leadership team or board (34%) 
  • Promoting affinity/employee resource groups on the career page (34%) 

According to a Josh Bersin study, organisations that are highly inclusive generate 2.3x more cash flow per employee and 1.4x more revenue. These organisations are 120% more capable of meeting their financial targets. 

A report released through Deloitte Australia research shows that highly inclusive teams outperform their peers by 80% in team-based assessments. 

Join us as we embark on a journey to unravel the essence of true inclusive hiring, where all individual’s unique skills and qualities are celebrated and valued! 

Employee Value Proposition