Jobsbank

Locked In 🔒 John Deppe, Darren McCubbin and Chris Buckingham GAICD met this morning at the Morwell Innovation Centre to confirm details of the new partnership between Jobsbank and the Gippsland Climate Change Network Inc. 🤝 👏 🤝 The agreement will see us work more closely together to ensure that #Gippsland can leverage the benefits of the renewable energy #transition. 🫶 Jobsbank CEO Chris Buckingham GAICD said: 'Gippsland is in the vanguard of the energy transition. The collaboration will focus on securing improved social procurement outcomes and inclusive work practices across business, community and government in the region.' ‘GCCN are playing a vital role in the energy transition across the region. We are leaning in and looking to add value to their important work.’ 👍 #energytransition #partnership #wevegotthis #togetherwecan #gippsland #teamgame #GNEC25

Values-driven SMEs are naturally inclusive💡 Our recent Quantum Research study revealed that SMEs with supportive leadership already have an intuitive understanding of inclusive workplaces. These organisations aren't driven by formal policies, but rather by a genuine desire to do good❤️ What we found particularly encouraging is that many small and medium businesses are already making conscious choices to improve diversity and inclusion, even without established frameworks in place. But here's the challenge: without structure, these well-intentioned efforts can become ad hoc and miss their full potential. This is where Jobsbank can lean in and give you a boost. Our tailored approach for SMEs works with your existing positive culture to: ✅ Provide simple, practical frameworks that enhance what you're already doing ✅ Connect you with diverse suppliers ✅ Offer guidance that fits your specific industry and business size We help turn good intentions into effective action. Want to discover how we can build on the inclusive values you already have? Book a no-obligation 30-minute consultation with our team to discuss your specific business needs. Contact us at info@jobsbank.org.au or call (03) 9070 9858 to get started. #InclusiveWorkplaces #SMEsupport #DiversityAndInclusion #SocialProcurement #JobsbankVictoria

New research by Jobsbank shows that small and medium enterprises are eager to embrace workplace inclusion but face significant practical challenges. The research report undertaken by Quantum Market Research reveals that many SMEs struggle with implementing inclusion practices, particularly around understanding specialised terms like 'social procurement' and 'inclusive employment.' While most businesses are trying to do the right thing, many view inclusive employment simply as "employing anyone regardless of background." This overlooks the essential support systems that make true inclusion possible - accommodations, coaching, and flexibility that help diverse talent thrive rather than just survive in workplaces. The research highlights how current ways of discussing employment inclusion lack the clarity needed to drive real organisational change. Many SMEs have good intentions but limited understanding of creating genuinely inclusive environments. The research also reveals meaningful differences across industries. Construction and manufacturing sectors tend to pursue inclusion primarily due to external factors like contract requirements and workforce shortages. In contrast, organisations in renewables and food industries more frequently demonstrate a genuine internal commitment to improving social outcomes beyond business necessities. For businesses wanting to create more meaningful diversity initiatives, authentic inclusive employment goes beyond hiring philosophies to comprehensive workplace design that centers human differences from the start. Bridging this understanding gap requires personal connection, simpler language, practical implementation steps, and recognition of progress already made. True progress balances aspirational inclusion goals with operational realities. Addressing these misconceptions is essential for creating workplaces where diverse talent can fully contribute to benefit both individuals and organisations. #InclusiveEmployment #SocialProcurement #WorkplaceEquity #JobsbankAustralia

Navigating social procurement shouldn't require specialised expertise or a heavy call on resources, yet many organisations struggle with where to begin. Our newly launched Social Procurement Health Check offers a streamlined path toward meaningful procurement impact - regardless of your organisation's size or current capabilities. This free assessment provides immediate, actionable insights into your organisations progress in social procurement. Rather than presenting abstract concepts, the Health Check delivers tailored recommendations that address your specific barriers, such as finding suitable suppliers or establishing internal champions. The facts are clear: organisations integrating social procurement see measurable benefits beyond compliance requirements. Diverse workplaces are six times more likely to demonstrate innovation capacity, while companies with inclusive practices consistently outperform their competitors financially. For small businesses particularly, we understand the reality of limited resources. That's why our approach focuses on practical, incremental steps that align social procurement with your existing business objectives and operational constraints. Complete the assessment in minutes and receive: ✅ A customised report identifying your organisation's current social procurement position ✅ Tailored recommendations addressing your specific barriers and opportunities ✅ Access to follow-up consultation with our Business Engagement team Social procurement represents more than regulatory compliance - it's a strategic opportunity to strengthen your business while contributing to broader economic inclusion. Take the first step today: https://lnkd.in/gRU9R3YD #SocialProcurement #SupplierDiversity #SustainableBusiness #InclusiveWorkplaces

Today as we mark the International Day for the Elimination of Racial Discrimination, the Jobsbank team is reflecting on what meaningful inclusion truly means in Australian workplaces and society. This date commemorates a watershed moment in the global struggle against racism: the 1960 Sharpeville tragedy, where peaceful protesters against South Africa's apartheid laws faced brutal violence. Their sacrifice ultimately contributed to international frameworks against racial discrimination and influenced the eventual development of Australia's own Racial Discrimination Act in 1975. While Australia has embraced Harmony Week celebrations around this date, recognising diversity is merely the first step. True inclusion requires the lowering, and eventual elimination of the barriers that prevent equal access to economic opportunity. At Jobsbank, we understand that employment is a powerful vehicle for social transformation. Our work connecting businesses with diverse talent pools isn't just about filling positions - it's about creating pathways to economic participation for communities historically excluded from prosperity. This International Day for the Elimination of Racial Discrimination, we invite businesses and other organisations to move beyond symbolic gestures and take clear, meaningful steps toward structural change: Examine recruitment practices for hidden biases Create pathways for diverse talent to access senior leadership Partner with community organisations to build sustainable employment pipelines Measure inclusion outcomes with the same rigour as other business metrics The journey toward truly inclusive workplaces requires ongoing commitment, honest dialogue, and meaningful action. At Jobsbank, we're privileged to work alongside organisations transforming their approach to employment and creating economic opportunity for all Australians, no matter their colour or background. Together, we can build workplaces and communities where everyone has the chance to contribute their talents and share in our collective prosperity. #IDERD #InclusiveEmployment #EconomicParticipation #DiversityAndInclusion

Today marks National Closing the Gap Day – a moment to reflect on both progress and persistent challenges in achieving equality for Aboriginal and Torres Strait Islander peoples. The most recent Productivity Commission update shows that despite improvements in some areas, critical metrics around incarceration, child protection, and suicide prevention continue to deteriorate. While internet access and land rights show positive trends, the 15% increase in Indigenous incarceration rates since 2023 demands our collective attention. At Jobsbank, we recognise that economic participation forms a crucial foundation for addressing these disparities. The estimated $24 billion potential contribution to Australia's economy from closing these gaps is yet another compelling reason for community investment in better life outcomes for Indigenous Australians. Creating more employment opportunities must be central to these efforts. A job provides more than economic security – it offers purpose, dignity, and agency. When businesses embrace inclusive hiring, they not only benefit from diversity but contribute to structural change that addresses underlying inequities. On this National Closing the Gap Day, we recognise employment as a critical pillar in the broader framework of reconciliation and justice. With Indigenous Australians experiencing unemployment rates nearly three times higher than non-Indigenous Australians, we need more than goodwill statements – we need practical pathways. At Jobsbank, we're committed to creating these pathways by working directly with businesses to identify opportunities, build inclusive recruitment processes, and foster workplaces where Indigenous talent can thrive – ensuring that each Indigenous child born today inherits a future rich with possibility, opportunity and economic self-determination. #ClosingTheGap #IndigenousEmployment #EconomicJustice #InclusiveWorkplaces #SocialProcurement #JobsChangeLives

This week is Neurodiversity Celebration Week and it's a chance for organisations to reconsider fundamental assumptions about workplace capability and talent acquisition. Beyond mere inclusion rhetoric, this global initiative challenges us to recognise that cognitive differences represent not accommodation challenges, but valuable perspectives in the workplace. Research indicates at least one in eight Australians are neurodivergent, which means most workplaces already include people with neurological differences such as autism, ADHD, dyslexia, dyspraxia, dyscalculia and others. Yet the employment landscape reveals concerning patterns of exclusion, with neurodivergent individuals facing unemployment rates up to three times higher than their neurotypical peers. This employment gap reflects not individual limitations but institutional barriers: recruitment processes that may disadvantage different communication styles, workplace environments that prioritise narrow behavioural norms, and performance metrics that fail to capture diverse modes of contribution. Jobsbank's experience with partner organisations demonstrates that businesses implementing thoughtful neurodiversity practices discover meaningful benefits: • Expanded problem-solving approaches through diverse thinking styles • Rich collaborative environments that welcome different perspectives • Enhanced workplace adaptability through varied communication approaches • Greater innovation when different cognitive perspectives are valued The business case extends beyond accommodations. Neurodivergent individuals bring unique strengths to their roles when organisations create environments where everyone can contribute fully. Our Social Procurement Resource Centre now includes a practical guide for supporting neurodivergent employees, covering everything from workplace accommodations to recruitment strategies. These resources emphasise practical approaches like offering flexibility, providing clear communications, and implementing the "ASP" principle - Ask the Person what they need to succeed. Neurodiversity Celebration Week offers an opportunity to move beyond accommodation models, toward the genuine valuation of cognitive diversity as an asset to organisational success. This perspective shift - from deficiency frameworks to strength-based approaches - represents both ethical practice and smart business strategy. Explore our fact sheet "How to support employees who are neurodivergent" and other practical implementation resources found in the "Implementation and best practices" section in our resource centre. Resource Centre: https://lnkd.in/gtM-PUMz #NeurodiversityCelebrationWeek #InclusiveWorkplaces #DiverseThinking

Jobsbank is pleased to announce Chris Buckingham GAICD as our incoming Chief Executive Officer, who is set to take the helm starting next Tuesday. Chris steps into this role at a critical point in our organisation's journey, inheriting the substantial groundwork laid by outgoing CEO Karina Davis. His appointment reflects a thoughtful succession strategy aimed at deepening Jobsbank's impact in the social procurement and inclusive employment landscape. Most recently steering the Latrobe Valley Authority through significant regional economic transition, Chris has demonstrated a remarkable ability to build bridges between government priorities, community needs, and business realities. His leadership at the LVA has been characterised by consistent financial discipline alongside exceptional workforce engagement - a highly valued combination in the public sector. "In Chris, we've found someone who understands the delicate balance between meaningful social impact and organisational sustainability," notes Daniel Findley, Jobsbank Board Chair. "His track record of transforming traditional institutions into dynamic, community-centred organisations speaks directly to our mission. We were particularly impressed by his ability to navigate complex stakeholder environments without losing sight of the human element at the centre of the work." Chris's previous roles - transforming Connected Libraries (Casey Cardinia Libraries) and shepherding Destination Melbourne through the global financial crisis - reveal a leader with incredible versatility. His work removing library fines while establishing alternative revenue streams exemplifies his pragmatic approach to breaking down barriers to access and opportunity, principles that sit at the heart of Jobsbank's mission. As Jobsbank continues evolving our approach to connecting employers with untapped talent pools and strengthening inclusive employment practices across Australia, Chris's blend of commercial acumen and social conscience promises to add new dimensions to our work. We look forward to introducing Chris to our partners and community in the coming weeks

DEI (Diversity, Equity and Inclusion) has become the subject of intense global debate. Once broadly embraced as organisational best practice, it now faces unprecedented scrutiny. We're witnessing a concerning pattern as international corporations retreat from diversity commitments amid criticisms that frame DEI as tokenism rather than substantive organisational improvement. This global shift presents Australian businesses with a pivotal decision. Do we align with these trends, or do we forge an independent path grounded in our economic context and workforce realities? It's important to remember DEI is not just a feel-good concept. The hard numbers tell a compelling story about its significant economic benefits: • $43 billion – The potential GDP increase from greater employment of people with disabilities, unlocking economic value by removing barriers for 4.4 million Australians. • $25 billion – The annual addition to Australia's economy from just 6% growth in women's workforce participation, showing how modest gender equality improvements drive national prosperity. • $24 billion – The GDP contribution from closing gaps for Aboriginal and Torres Strait Islander communities, demonstrating how addressing exclusion yields economic and social benefits. Jobsbank’s work with Victorian employers shows that companies navigating labour shortages most successfully are precisely those with thoughtful approaches to accessing overlooked talent pools. Their advantage isn't ideological – it's strategic. The current labour market presents significant challenges. Traditional recruitment channels fail to meet workforce demands, particularly in growing industries. These mismatches lead to economic inefficiencies that hamper Australia's growth. Critics mischaracterise inclusive hiring as preference systems that undermine merit. Our experience shows the opposite: effective inclusion programs remove barriers that prevent qualified people from contributing their full talents to our economy. As political pressures mount against diversity initiatives, Australian businesses must ask: Are we willing to sacrifice economic potential to follow international trends? Or will we recognise that removing barriers represents sound business strategy in an increasingly competitive landscape? Companies that maintain their commitment to inclusive hiring won’t just be doing the right thing – they'll gain decisive advantages through wider talent pools, fresh perspectives, and innovative approaches. The path forward is clear. In a world where talent drives competitiveness, we can't afford to exclude any potential contributor to Australia's economic future. #TalentStrategy #EconomicOpportunity #WorkforceInnovation

This past week in Gippsland, Jobsbank’s Director of Gippsland, Jane Anderson, and Director of Business Engagement, John Deppe, engaged with industry leaders, community organisations, and regional partners to support inclusive employment and social procurement opportunities across Gippsland.   A highlight from last week was the Innovation Breakfast at Berwick Federation University Australia, where Jobsbank CEO Dr. Karina Davis delivered the keynote address. Karina Davis spoke about the power of social procurement and inclusive employment, reinforcing how businesses can create real impact by embedding diversity and inclusion into their hiring and supply chains. We were also joined by an incredible panel that drove important conversation featuring, • John Fox - Commercial & Strategic Procurement Manager - Federation University Australia • Ralph Fallows, National Sales Manager - Social Traders  • Scott Douglas, Gippsland Social Enterprise Collective  • Jane Anderson, Director for Gippsland - Jobsbank (panel facilitator)    Meeting with Delta Group Jane and John met with Lisa Bigham from Delta Group at Finch Café in Traralgon. It was a fantastic discussion, reinforcing our shared commitment to supporting small businesses within the social procurement supply chain.   Latrobe Valley Book Launch – Regional Energy Transitions in Australia At the Morwell Innovation Centre, we joined the launch of Regional Energy Transitions in Australia, featuring a presentation and panel facilitation by Dan Musil with Josie Hess, Chris Buckingham GAICD, and Jeffrey Jacquet. The discussion highlighted the Latrobe Valley’s readiness for transition and the need for a diverse range of opportunities for transitioning workers, rather than a one-size-fits-all approach.   Meeting with Gippsland Community Foundation We had the privilege of meeting Michelle Dowsett at Gippsland Community Foundation to learn more about their incredible work in supporting inclusion and access across the region. Collaboration with organisations like GCF is vital to ensuring sustainable, community-driven solutions.   Gippsland is a region with immense potential and a strong commitment to transformation and opportunity. Through collaboration, social procurement, and inclusive employment strategies, we are working alongside businesses and communities to build a future where economic growth benefits everyone.