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different region and retain them for the growth of the company. Nationality non-discrimination in employment is a crucial principle upheld by countries like the UK, US, Australia, Canada, and many others. However, Austria has yet to embrace this practice. 6.Implement Comprehensive DEI Training Programs The promotion of diversity and inclusivity should not be a one- time task. Continuous training for managers and supervisors on unconscious bias, the use of inclusive language and practices further empowers HR and payroll professionals to champion diversity, ultimately driving the success of the organisation. 7.Promote Equal Access to Development Opportunities All employees, regardless of their background, must have access to training, mentorship, and career advancement programs. Organisations can identify and address any disparities in access by utilising payroll data. This proactive approach will demonstrate the organisation’s commitment to equity and inclusion. According to the EDGE report, Countries such as China, Indonesia, and Vietnam lack LGBTQ+ employment protections, while the UK, US, Thailand, and Germany enforce these non-discrimination practices, making them more favourable work destinations for the LGBTQ+ community.
e strengths of individuals nnovative workplace and nisational culture. ”
options to recognise significant cultural and religious practices and having infrastructure for people with disabilities will also help to support the broader goals of DEI. The EDGE report shows that nations such as the UK, US, Canada, China, Spain and many others exercise disability non-discrimination practices in employment.
5.Promote Diversity in Hiring Practices Payroll professionals and HR
departments must join hands in addressing disparities, crafting unbiased job descriptions, and ensuring diverse interview panels. Inclusive payroll policies, such as offering relocation assistance or flexible work location for a person with a disability can also work as a tool to attract a broader talent pool from
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