It is an honour to be nominated as semi-finalists for the Department of Primary Industries and Regional Development Economic Development Award 2020.
The Western Australian Regional Achievement and Community Awards aim to encourage, acknowledge and reward the valuable contributions individuals, communities and businesses are making throughout regional and rural Western Australia. The awards recognise and pay tribute to their achievements, which contribute to making regional Western Australia a better community.
We would like to thank all involved for making this award possible, and congratulate all other semi-finalists and finalists. As Event Manager Hanna Doherty said, "to be nominated is an honour and with high achievers like yourself, Western Australia can look forward to a great future."
IPS Director Jahna Cedar attended the opening of the reboot of The Aboriginal Business Capability Building Program (ABCB), an initiative funded by the West Australian Government Department of Finance.
The ABCB is run by IPS and builds upon the opportunities created by the APP to build the capacity of Indigenous businesses in WA to grow, prosper, and tender for government work.
The event saw the announcement of the exciting redesign of the ABCB post-COVID, which will provide new opportunities for Indigenous businesses to build their capabilities.
Also in attendance from IPS were Innovation & Advisory Lead Colette McEntee, Business Consultant Joanne Hill, and Executive Assistant Katie Clarke.
We at IPS are one of the Indigenous businesses included in the statistic above. We are proudly 66% Indigenous-owned, and 33% of our staff are Indigenous. We advocate on behalf of Indigenous businesses and suppliers, and can help your organisation develop an Indigenous business engagement strategy with confidence and authenticity.
Services offered by IPS:
The NAIDOC 2020 theme is Always Was, Always Will Be. Let us continue to recognise and celebrate the culture and the diversity that Indigenous Australians bring to our modern-day, whilst not forgetting where we have come from.
NAIDOC Week has ended, but the conversation has not.
There are more than 150 cognitive biases that we do not really talk about. These biases can impact integral business processes such as recruitment and hiring; organisation development; supply market analysis and procurement. Being educated on the types of unconscious bias that are common in workplaces can make us aware of when they are influencing our actions, decision making and workplace structures. We can begin to look critically at our own thoughts, and work culture, and begin the sometime hard yet rewarding work of creating an unprejudiced and inclusive environment.
Some examples of biases to look out for are:
Knowing where unconscious bias can emerge in a workplace allows us to be proactive in implementing strategies to prevent it. These strategies can include looking at your supply market critically and ensuring that it represents a diversity of groups; creating policy and procedures to ensure that your recruitment practices do not exclude certain groups of people; and through staff training, creating greater awareness of biases and discrimination within your organisation.
The importance of educating and training your staff in unconscious bias awareness cannot be underestimated, as it is your staff that create your work culture. In day-to-day interactions and team meetings, the natural tendency to listen more to those who are similar to ourselves, whether that’s in appearance, age, race, gender, or experience, can result in a potentially devastating pattern of behaviours that stifle true inclusivity and diversity. Most of us have experienced the feeling of not being given a voice in team situations, and how this can often lead to us feeling diminished in confidence, self-worth, and with our ideas and ability overlooked. When this happens in a workplace, it can be damaging to not just the individual but to the organisation, as voices are not being heard, and new ideas and perspectives being stifled.
The good news is that once we have an awareness and understanding of our unconscious bias, we have a genuine opportunity to change it. When beginning on the journey of workplace diversity, there are three steps to addressing unconscious bias: