Workplace Design – Design Tools and Practice 

22 February 2022 | 9am-3:30pm 
In this six-hour workshop we will explore how to purposely design inclusive workplaces while reflecting on the learnings of the conference. The workshop is divided into three main components: 
Systems Change 
  • Positionality and shared language 
  • Key concepts surrounding diversity, equity and inclusion design and practices 
Aotearoa Inclusivity Matrix (AIM) 
  • New framework for equity, diversity and inclusion in New Zealand 
  • Assessing the gaps across factors and levels of maturity? 
Inclusive Design Overview 
  • Design methods in systems change 
  • Designing workplaces for everyone

Workshop Agenda

Workshop Facilitators

Program is currently under review

Setting the scene




  • Snapshot of what the future will look like for New Zealand including an increase in cultural minorities, a people-focused culture and collaborative workplaces   
  • Addressing the ongoing challenges of inequity and underrepresentation transparently  
  • Leaning into the uncomfortable: Overcoming fear of communicating candidly about difficult topics  


Flourishing ethnic diversity: Working strategically and in partnership with communities  



  • How the Human Rights Commission’s religious diversity statement translates in the workplace  
  • Discomfort and acceptance of religious diversity  
  • Accepting differences: Supporting your team who think and believe different to you  
  • Being an ally: Consistent and determined commitment to speak up and support  



  • Valuing migrants to the New Zealand economy and fostering a sense of belonging in a superdiverse country  
  • Building capacity for the public sector to respond to superdiversity by adopting a formal multicultural strategy on a bicultural base 
  • Expanding talent pipelines to see greater ethnic diversity in all sectors   


Delegates will be divided into 3 groups where they will participate in each discussion for 15 minutes, followed by group feedback.  
  • What is your experience of New Zealand workplaces?  
  • What does your community need to be visible and to belong?  
  • What are the barriers to workplace inclusion in New Zealand?  
  • What does allyship look like for you?  


Diversity, sustainability and social justice  



  • Prioritising purpose over profit: A look at emerging business models  
  • Contemporary leadership approaches to drive change for positive impact   


  • Encouraging and demonstrating fair and transparent pay  
  • Transparency in career development, promotions, performance management, goals and achievements  
  • Using platforms for reach beyond the organisation level   


  • Practical examples of different mentoring models for non-dominant groups, to create inclusion.


Unconscious bias and systems change  



  • Where does this discussion leave you in respect of your views on training in unconscious bias?  
  • How is your organisation handling unconscious bias?   
  • Does unconscious bias training promote moral licensing and complacency?   


  • Gaining a competitive edge by setting targets and making your public commitment to diversity and inclusion tangible and even financial   
  • Changing the organisational ecosystem in conjunction with unconscious bias training programs 



Program is currently under review


Creating psychologically safe workplaces for all 


Hear why embedding health and safety in every organisation around the country shouldn’t be a measure of compliance but rather at the forefront of everyday practice.   



Delegates will be divided into 3 groups where they will participate in each discussion for 20 minutes, followed by group feedback  
  • Dealing with toxic masculinity  
  • Utilising healthy tools to cope with stress and anxiety in the workplace  
  • Politically correct versus over-sensitive – where to draw the line  



  • Providing an alternative work environment for those working from home who are exposed to risk   
  • Consulting workers to discuss concerns that they may have about their health and safety if work arrangements change   
  • Maintaining regular communication with workers to foster trust and ensure they feel comfortable speaking up about issues   


Discover why sustainable practices are not just ethical but also give a huge competitive advantage.  
Ongoing civil unrest has sparked global conversations about social justice and systemic racism.  As with Covid-19 and the Global Financial Crisis, social upheaval presents a crucial inflection point for business, and calls for much greater fiduciary oversight regarding the risks and implications thereof on organisational sustainability.   
  • Discover how socially sustainable business practices are not just ethical, but also give a huge competitive advantage; 
  • Gain an understanding of the requirement on Boards to engage with executive leadership on matters of corporate policy and specific responsive measures related to equity and social justice; 
  • Learn how the Board can evaluate the efficacy of efforts to address diversity, equity and inclusion in the organisation; and 
  • How the Board can team up with management in creating an ongoing learning and growth culture to keep all stakeholders safe within an evolving landscape. 




  • Promoting human difference by supporting equal opportunity employment and accessibility   
  • Appreciating and accommodating the behaviours and social norms of people who are different to us   
  • Utilising the unique skills that Neuro Diverse staff possess and presenting opportunities for innovation and growth  
  • Communication matters: Overcoming communication barriers to develop highly specialised skills