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D&I Strategy

A diverse team of professionals collaborating around a table, with charts and documents displaying diversity and inclusion themes, in a modern office setting, vibrant colors.

Diversity & Inclusion Strategy Quiz

Test your understanding of our Diversity & Inclusion strategy with this engaging quiz! Dive deep into the core principles that guide our commitment to creating an inclusive workplace.

Understand our D&I Vision
Learn about our goals for diversity and inclusion
Explore accountability in promoting inclusivity

6 Questions2 MinutesCreated by EngagingVoice27

D&I Vision / Overarching Statement

Palatine embraces difference and diversity of identity, experience, and thought. We strive for inclusive behaviours across our company and portfolio assets, and believe by actively promoting these values, we can create a positive work experience that encourages a sense of belonging for all.

Palatine, and our portfolio, has an inclusive culture, built upon values of respect, equity and equal opportunity, that celebrates diversity and creates an environment in which everyone can thrive

Purpose (why have a D&I Strategy)

A diverse and inclusive organisation is a stronger, healthier and more resilient organisation and can be a force for good.

Enhance the diversity of our workforce, making it more reflective of the communities we operate in, grow wider-reaching connections and create new opportunities for Palatine to be a force for good.

Diversity Goal (where do we want to get to from a diversity perspective)

Diverse voices should be intentionally integrated into our work.

Celebrate diversity, recruit, retain and to develop diverse talent and connect with a diverse range of people.

Inclusion Goal (where do we want to get to from an inclusion perspective)

Commit to creating an environment focused on equality, empowerment, respect and belonging

Create a sense of belonging for all through a culture of open-mindedness, equality and empowerment.

Accountability Goal (where do we want to get to from an accountability perspective)

Embed diversity and inclusion in policies and practices and provide all employees leaders with the ability to manage diversity and be accountable for the results

All employees are responsible for implementing the D&I policy and challenging non-inclusive behaviours. We will develop our colleagues to ensure that we all have the knowledge and confidence to embed our inclusive culture

Any thoughts to share?

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