Diversity, Equity and Inclusion Policy

Fostering a Culture Where Difference Drives Better Leadership

1. Purpose
At RdL, we believe diversity is not only a strength, it is essential to high-performing leadership, organisational transformation, and sustainable growth. This policy outlines our commitment to creating and maintaining a workplace where everyone, regardless of background or identity, feels respected, included, and able to thrive.

2. Scope
This policy applies to all RdL employees, associates, contractors, and consultants across all locations and levels.

3. Our Commitment
RdL is committed to:

• Building and sustaining a workforce that reflects the diversity of the clients, communities, and industries we serve.
• Creating equitable systems, policies, and opportunities that remove barriers to participation and success.
• Fostering an inclusive workplace where people feel safe to speak up, challenge respectfully, and bring their full selves to work.

4. What Diversity Means at RdL
We recognise diversity across a wide spectrum, including:

• Cultural background and ethnicity
• Gender identity and expression
• Aboriginal and Torres Strait Islander heritage
• Age and generational diversity
• Disability (visible and invisible)
• Socioeconomic background
• Religion and belief systems
• Sexual orientation
• Language and neurodiversity

5. Inclusion in Practice
Inclusion at RdL means:

• Leaders actively seek diverse perspectives and encourage constructive debate.
• Psychological safety is prioritised in every engagement, internal and client-facing.
• We embed inclusive practices in how we recruit, develop, promote, and retain our people.
• We listen to feedback and remain open to evolving our approach.

6. Equity and Fairness
Equity means ensuring access to opportunities, development, and progression regardless of background. RdL will:

• Identify and remove systemic barriers in decision-making, recruitment, and advancement.
• Ensure pay equity and fair treatment across all roles and functions.
• Provide reasonable adjustments to accommodate differing needs and abilities.

7. Responsibilities

• Leadership: Role model inclusive behaviours and hold others to account.
• Managers: Ensure equitable decision-making, inclusive practices, and respectful team dynamics.
• All Staff: Treat others with respect, report discrimination or bias, and contribute to a culture of belonging.

8. Reporting and Addressing Concerns
Any form of discrimination, harassment, or exclusionary behaviour will not be tolerated. Employees are encouraged to report concerns to the Managing Director or through a confidential channel. All reports will be treated seriously and fairly, with appropriate action taken.

9. Measurement and Continuous Improvement
We will monitor diversity representation, engagement, and inclusion through internal feedback and periodic reviews. Insights will inform our strategic planning and development programs.

10. Policy Review
This policy will be reviewed annually or in response to legislative, societal, or organisational changes.

Contact for Queries or Support
For further information or confidential discussions, contact:
Robert de Loryn – +61 417 349 712, robert@rdlmc.com.au

Effective Date: 01/05/2025
Next Review Date: 01/05/2026
Approved by: Executive Leadership, RdL Management Consultants