Phil Duthie

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Why is diversity and inclusion so important to you, personally & professionally?
For me, embracing diversity of thought, background and experience is about valuing people for their contribution, regardless of gender, race, sexuality, age and disability.

As a father of two daughters who are in professional careers, I want to see their career opportunities facilitated in an environment that’s potentially free of the inhibitors and barriers they would previously have experienced.

Professionally, a diverse workforce underpins more successful business outcomes and is a foundation for better decision-making. Statistics show that diversity is good for business, but it equally enhances the experience of our people and clients.

What are you most proud of to date?
The strides we have made with flexible working to support men and women to balance work and personal commitments.

Change takes time, and one of the biggest pieces is creating a shift in the cultural acceptance of flexible working as a legitimate and valuable way of delivery quality outcomes for our clients and business.

We're seeing more people with flexible working and part time contracts applying for management and other key positions, which is fantastic. From an organisational viewpoint, it’s a real win-win situation as we benefit from a more diverse talent pool.

You are a Consult Australia Male Champion of Change – what does this involve?
If we’re going to achieve a more diverse workforce, we have to get the environment right to facilitate these outcomes. In this role with our industry’s peak body, I can influence change by collaborating with a range of organisations to set about a transition to a more diverse workforce. We need alignment in our approach and this is a good way of achieving it.

I’m also a Workplace Gender Equity Agency pay equity ambassador, which allows me to increase awareness for this issue within our business, industry and the broader community.

What are your recommendations for others wanting to embed diversity and inclusion in their teams or organisations?
A diverse workforce is an outcome that has the support of its people. I recommend doing the foundational work to create the right environment for change. There are both hard and soft elements to consider. The hard elements are determining the policies, procedures and frameworks in your business processes to enable an increase in diversity. The soft elements are about communicating the objectives and building an understanding within the organisation.

Finally, it’s about leading by example. The real changes we’ve experienced at GHD are not just about leadership from the top down, they’ve also occurred as a result of people — across all levels of the business — who take on leadership roles and demonstrate they can perform strongly irrespective of age, gender, race or the need to work flexibly. That sort of role modelling from the bottom up is an important step to making an even greater change.

Interested in joining GHD?

Visit our Careers Page to see our current vacancies.
www.ghd.com/careers