Harnessing the unseen. Tapping the power of invisible diversity
Attracting this often overlooked pool of talent is essential to addressing our industry’s evolving challenges.
Mining is facing a critical shortage of talent. At a time when the industry urgently needs to evolve and solve a set of complex, interlaced challenges – from decarbonisation and digital innovation through to licence to operate – it can’t find skilled people to put to the task.
PwC’s Mine 2023 report calls the talent shortage a near-existential threat and says “two-thirds of mining CEOs believe that skill shortages will have a large or very large impact on profitability over the next ten years.”
But it's not just numbers. Sometimes the thorniest problems need a fresh approach, a different perspective.
At idoba, we believe invisible diversity is a source of fresh thinking and problem solving for our business and our clients. With over 160 employees from 27 countries, 25% of our people are neurodiverse giving us a powerful pool of different perspectives, new angles and innovation.
We aim to provide equal opportunities for all our employees, recognising different modes of participation, and cultivating an environment where everyone can thrive. By embracing the strengths that come from neurological differences, we believe we’re building a powerful innovation and growth engine.
It's an approach we want to promote. Across the mining sector (and beyond), businesses need to do more to tap this rich source of talent.
Embracing neurodiversity in the workplace
At this year’s Women in Mining & Resources Summit, Sarah Coleman, our CEO is joining a panel discussion on the importance of embracing invisible diversity.
The session is titled “Harnessing the overlooked yet valuable talent pool… Why invisible diversity is essential to the industry’s evolving challenges” and topics will include:
Why biases and misconceptions of the neurological spectrum have limited the talent pool
A solution to the sector’s shortage of skills and tech capabilities
A framework and programmes to attract and retain this valuable source of talent.
If you’re attending, at the Westin Perth, come and join the discussion.
Are you coming to WADSIH’s Data & AI for Business Conference & Exhibition (2nd – 3rd August, also at the Westin Perth)? Our CTO, Matt Schneider, will be on a panel discussing the topic, “How do organisations take advantage of neurodiverse talent?”
This promises to be another rich discussion on the practical realities of attracting, retaining and embracing invisible diversity. The other panellists include Professor Tele Tan AM from the Autism Academy for Software Quality Assurance (AASQA), autism advocate Sarah James and Clare Gibellini of People with Disability Australia.
Bringing together the neurodiverse community
The best advocate for invisible diversity is the community itself and idoba is proud to support the launch of Perth’s Neurodiversity Network – a community space for neurodiverse people, from a range of industries, to gather.
We recently hosted an event that was well attended, with two thirds of attendees identifying as neurodivergent. You can read more about the event and the Network, here.
Join the crew?
Invisible diversity can be a rich source of talent for the mining industry and idoba wants to lead the way in showcasing what’s possible. Already our clients are benefiting from the innovation and fresh perspectives our diverse team brings to a project.
Would you like to join us? Whatever your neurological make-up, check out available opportunities here.