With sector workforce shortages at crisis point, it’s a critical time to re-evaluate and reform your human resources strategy to make sure it promotes genuinely diverse and inclusive hiring and workplaces. In this four-part online course, we will give you the tools you need to build a stable and diverse employee base and communicate your organisation’s value to talented jobseekers. 

Each session is one and a half hours long and delivered on QCOSS’ behalf by NFP Success—Australia’s largest totally dedicated Not for Profit and Community Sector consultancy.  

If you’re a leader, manager, human resources (HR) professional or simply interested in creating a safe, supportive workforce that’s representative of your community, we urge you to enrol. 

Session One: What’s the value of a diverse workforce?
Date: 9 February 2023
Time: 1:00pm to 2:30pm

Session one will establish the tremendous value of a genuine workforce diversity and inclusion program for an organisation, its employees and its clients, and the roll current and aspiring organisational leaders, managers, supervisors, and HR practitioners play in shaping a healthy work culture.

Topics covered will include:

• The difference between diversity and inclusion, and the impact of both
• Understanding the value chain benefits of diverse workplaces to community, organisations, leaders, workers, and stakeholders 
• Developing the HR capabilities required for a diverse and inclusive organisation
• Driving innovation and increasing productivity, workforce participation, reducing absenteeism and retaining talent 
• Developing safe, inclusive, and pragmatic workplace policies
• Developing management resources and practices to support diversity and inclusion.

Session Two: Developing an HR strategy
Date: 9 March 2023
Time: 1:00pm to 2:30pm

In session two you will learn the methodology behind an HR strategy that integrates diversity and inclusion rather than one that uses a “bolt-on” approach.  You will step through how to develop an HR strategy that addresses the needs of a range of potential employees and is championed at all levels of leadership. 

You and your fellow participants will also be invited to share your own challenges and successes in supporting workplace diversity to educate and learn from each other. 

Topics covered will include:

• How to develop a HR strategy 
• Ensuring diversity and inclusion is at the centre of your HR program
• Building the capacity of employees to drive a genuinely inclusive HR strategy
• Ensuring the HR strategy is championed and remains front-of-mind at the executive and management levels
• Understanding modern Hybrid and Flexible work practices and the pivotal role they play in crafting HR strategies for the future
• Building workforce capabilities to deliver on strategic objectives.

Session Three: Maintaining the shift – monitoring, tweaking, reflecting
Date: 28 March 2023
Time: 1:00pm to 2:30pm

In session three you will learn how to implement your newly developed HR strategy and make sure it remains current. We will also examine different approaches to managing and balancing performance measures while upholding the needs of all employees. 

Topics covered will include: 

• Practically implementing and maintaining a robust HR plan, including keeping it current
• Designing performance indicators that drive the HR strategy
• Capturing workforce data and analytics that reflect your strategic goals
• Managing people, performance, and practices in an inclusive and balanced way
• Supporting employee participation and strategic goal ownership 
• Fostering and celebrate a culture of diversity and inclusivity
• Developing tools and resources to support employees.

Session Four: Attracting candidates
Date: 27 April 2023
Time: 1:00pm to 2:30pm
In a market that favours jobseekers, employers are increasingly competing for talented people. In this final session, you will learn how to position yourself as an employer of choice, attract a broad pool of candidates and retain skillful employees. 

Topics covered will include:

• Attracting diverse applicants 
• Avoiding the pitfalls of outdated and exclusionary recruitment methods
• Marketing your organisation as an employer of choice
• Conducting interviews with flexibility, inclusion, and strengths in mind.
• Offering interview alternatives and exploring different selection methods   
• Ensuring your entire employee lifecycle and experience (recruitment through to exit) is aligned with diversity and inclusion principles, and organisational values.