client case study

Government agency and Sans Prejudice Solutions

Client:

A large Australian government agency with over 6,000 employees operating globally, responsible for promoting Australia’s interests on the international stage through foreign, trade, and development policies.

Overview:

The client, a key government department, is responsible for advancing Australia’s international interests. Recognising that a diverse and inclusive workforce is critical for effective diplomacy and global collaboration, the client aimed to transform its approach to diversity by shifting from multiple standalone strategies to a cohesive inclusion framework that embraces all employees.

Problem:

Previously, the client operated with over five separate diversity strategies, which resulted in inconsistent experiences for employees from diverse backgrounds. Data revealed that these employees were more likely to leave the organization than their peers, indicating a need for a more integrated approach. The department sought to adopt an intersectional lens that focused on the inclusion of all individuals, rather than simply enhancing diversity metrics.

Approach/scope:

Sans Prejudice Solutions partnered with the client to implement a comprehensive strategy aimed at fostering inclusivity across the organization. The approach included several key initiatives:

Data-driven impact measurement framework

Developed a framework that prioritizes strategic initiatives efficiently by balancing cost, benefits, and sustainability. This framework incorporates both leading and lagging metrics for continuous performance evaluation and improvement.

Refined strategic targets

Established five-year strategic targets that focus specifically on inclusion and equity, ensuring that all initiatives deliver meaningful, measurable impacts throughout the employee lifecycle.

Structural and system-based objectives

Created forward-thinking objectives aligned with international benchmarks for work design, promoting a culture of excellence, innovation, and psychological safety.

Inclusive organisational language

Revised the language used within the organisation to reflect diverse perspectives, emphasising collective success and the intrinsic value of each employee.

Key outcomes:

1. Cohesive inclusion strategy

Transitioning from multiple strategies to a unified framework allowed the client to create a clearer vision for diversity and inclusion, enhancing consistency across the department.

2. Measurable impact on inclusion

The data-driven framework enabled the client to assess the effectiveness of its initiatives, leading to tangible improvements in employee engagement and retention among diverse groups.

3. Cultural transformation

The revised structural objectives fostered an environment of innovation and collaboration, empowering employees to feel safe and valued in sharing their perspectives.

4. Enhanced Communication

The transformation of organisational language made it more inclusive, strengthening the sense of belonging and shared purpose among staff.

Functions performed:

External benchmarking process

Conducted benchmarking against international peer agencies, other Australian federal government agencies, leading research, universities, and private sector best practices to inform strategy development.

Strategy drafting

Collaborated with the client to draft an inclusive strategy that reflects the department's commitment to diversity and equity.

Strategy review and development

Facilitated a structured review process to refine the strategy based on feedback and ensure alignment with the client’s vision and objectives.

Through collaboration with Sans Prejudice Solutions, the client effectively transformed its approach to diversity and inclusion, creating a sustainable framework that acknowledges the importance of every employee while positioning the department for future success in global engagement.

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