Diversity and Inclusion

Paper Giant is a purpose-driven strategic design organisation. We care about cultural competence, and seek to be culturally safe in everything we do.

We’re continuously learning, and are committed to supporting diversity and inclusion for our team, contractors, clients, and the people we engage with. This statement is a reflection of our aspirations and expectations.

We respect and value differences in regard to nationality, race, culture, gender, sexual orientation, religious beliefs, social background, disability, family, marital status and age.

All of our people are responsible for ensuring that our culture and environment demonstrates respect for diversity and is welcoming and inclusive.

Photos of a workshop run together with religious leaders and the Greater Melbourne Cemeteries Trust

Paper Giant is committed to improving diversity and inclusion outcomes through:

Treating people fairly

Paper Giant strives to create a culture of respect and dignity for our team, contractors, clients, and the people we engage with. Our people are valued for their uniqueness and we aim to cultivate a sense of belonging.

Supporting people who are marginalised or disadvantaged

We acknowledge that there are systemic barriers and seek to reduce their impact, taking proactive initiatives to welcome those who are and have been disadvantaged or marginalised.

Promoting respect for diversity and inclusion

Paper Giant nurtures an inclusive culture that is respectful and welcoming of diversity in order to increase understanding and respect for difference, and to build trust and cooperation among our people and stakeholders.

Actively practicing cultural competence

Cultural competence is a set of behaviours, attitudes and policies that enable people to work safely and respectfully in cross-cultural situations.

We do this by:

Identifying our own assumptions, and then working to understand and challenge the power dynamics inherent to any interaction we have—with each other, with our clients, and with the communities we work with.
Being open and honest about our individual and collective privileges and experiences, and the experiences of others.
Evaluating, reflecting on, and improving upon our efforts, and challenging the histories and assumptions that shape our understanding of ‘good’ work.
Continuing to focus on cultural competence, and to make space for whole-of-team discussions, learning opportunities and reflection.
Remaining committed to working on our cultural competence across rituals and team activities, including dedicated professional development and a fortnightly cultural competence practice group.

We have an active, ongoing practice of Cultural Competence that informs how we work together and with others.