Diversity and intersectionality
Just Gold's intersectional approach to workplace inclusion, with commitments and examples in practice.
Easy Read
This policy is about diversity and fairness.
Having diverse people is not enough on its own.
The systems around them have to change too.
We put lived experience first in hiring and decisions.
Lived experience means knowing an issue from your own life.
We budget for access, like Auslan and captions.
Auslan is Australian Sign Language.
We run internships for neurodivergent and underrepresented people.
We check regularly for barriers and fix them.
In plain language
Having diverse people is not enough on its own; the systems around them have to change too. Just Gold puts lived experience first in hiring, partnerships and decisions. We build access costs, such as Auslan and captioning, into project budgets. We run internships for neurodivergent and underrepresented people. We check regularly for barriers and fix them.
Full policy
Section 2: People, safety and wellbeing
At Just Gold, people are the priority. This section outlines our commitments to safe, fair, inclusive and responsive working conditions. It applies to all staff, contractors, consultants and volunteers. Our aim is to embed cultural safety, wellbeing, and dignity into every part of the working experience.
Policy statement
Diversity without equity is performative. Just Gold takes an intersectional approach to workplace inclusion, recognising how power, privilege, and systems of exclusion interact across race, gender, disability, class, sexuality, and more. Representation is important, but structural change is essential.
Our commitments
- Prioritise lived experience in hiring, partnerships, and decision making.
- Build accessible, culturally safe workplaces where people can show up fully.
- Embed equity in project scoping, budgets, and client engagement.
- Conduct regular audits of inclusion barriers and implement corrective actions.
Examples in practice
- Hosting targeted internships for neurodivergent and underrepresented communities.
- Translating internal documents and onboarding tools.
- Embedding access costs (Auslan, captioning, mobility access) in project budgets.
- Applying trauma informed, culturally responsive practices to recruitment and team development.
Application
This applies to all areas of operation, including HR, project design, procurement, recruitment, and leadership development.
- Status
- Under review
- Version
- 2.0
- Last updated
- 14 May 2025
- Effective date
- 14 May 2025
- Review date
- March 2027
- Owner
- CEO, Just Gold