Gender equality, diversity and inclusion has been a high priority for Guymer Bailey this last 12 months. So much so, that the directors put together a team to create an industry leading Gender Equity and Inclusivity Policy that would be of significant benefit to our team and start to tackle the discrimination that is still felt throughout the construction industry.
Mari Strydom was one of the members of this team and after seeing her passion for resolving systemic issues within the industry and the depth of her knowledge and empathy through her own lived experience, she was promoted to Diversity Lead to champion these issues further within our practice.
So, to shed light on what Mari has been busy implementing this last year, we sat down for a quick Q & A to see how she has been creating a culture of diversity and inclusion and ensuring that we as a practice – and as an industry do better.
Tell us about your role and what your key focus has been this last year?
As the Diversity Lead, I’ve been focused on how we as an organisation can identify and respond to the needs of our team members as well as continue to improve and align our values as a practice.
This also includes looking at the industry we operate in and what we can do as a practice to break down the systemic issues that exist from a diversity and inclusion perspective.
What are the key industry issues that you have been addressing through Guymer Bailey policies and procedures?
My focus has been on two key areas. The first is addressing the historical discrimination that women have faced within the industry and ensuring that we as a company have inclusive policies that prevent women from being disadvantaged throughout their career due to their life choices, circumstances, and responsibilities.
The second has been creating inclusive recruiting processes that allow for equal opportunity, particularly for those that identify as LGBTQIA+, indigenous and people with disability, that are often underrepresented within the construction industry.
What is the legacy that you’re trying to create for the team?
We spend so much time at work, and when the communities you identify with aren’t represented the impact of this can be detrimental to your wellbeing. So, the aim of my role has been for everyone, regardless of age, gender, race, sexuality, ability and more, to be able to come to work feel respected and valued.
Also, that the next generation who will work within the industry won’t ever experience the issues, discrimination, and frustrations that many of us still experience now.
What are some of the initiatives, events, and activities that you have planned over the last 12 months?
The initiatives, events, and activities we have undertaken over the last 12 months have been directly linked to the needs and passions of our team. These have included:
Training
- Introduction to Gender and Sexuality by Minus 18
- General education around pro-nouns and inclusive recruitment
- Mental Health First Aid
- Cultural Competency Training by Uncle Bill at Wurundjeri Woi Wurrung Cultural Heritage Aboriginal Corporation
- AUSLAN training
- EAP Workshop – Mental Health Awareness for Employees
Internal Initiatives
- Set Up Breastfeeding and Prayer Rooms within the Melbourne Studio.
- Organising gender neutral bathrooms for the Melbourne Studio.
- Doing Acknowledgement of Country in all General Staff Meetings.
- Not observing Australia Day as a company and giving our staff the choice to have another day off as leave.
- Paid super payments provided during parental leave.
- Gender neutral parental leave.
- Utilising Beautiful Bunch (a charity that supports young women from refugee backgrounds).
- Dogs within the workplace.
- Pronouns on our email signatures and badges.
- Mental health – Employee Assistance Program, mental health tracking and resources, mental health first aiders and a mental health first aid kit
External Initiatives
- Food bank donation drive for Foodbank Victoria
- Domestic violence safe phones for DV Safe Phone – the team bringing in their old phones for domestic violence sufferers
Special Days Observed and Celebrated
- IDAHOBIT
- Wear it Purple Day
- Trans Awareness Week
- RSPCA Day
- Daffodil Day
- AUSLAN Day
- Persian New Year
- Diwali
- Eid
What change have you seen in the team over the last year?
Something special happens when you empower people to be who they are and provide a space where they can be comfortable enough to be it. Not only do you see a person become more comfortable in their own skin, but you can also see them become more engaged and productive within the workplace – a win/win for everyone.
Over the last year our team has become more diverse, and we have had so many great discussions around key issues with staff opening and sharing their own personal stories and experiences. This is a huge win in itself, having a culture where our staff feel comfortable to share their personal experiences without concern of judgement or discrimination.
