{"id":22,"date":"2017-01-18T01:58:15","date_gmt":"2017-01-18T01:58:15","guid":{"rendered":"http:\/\/www.romanruzbacky.com.au\/?page_id=22"},"modified":"2026-03-11T11:30:01","modified_gmt":"2026-03-11T00:30:01","slug":"articles","status":"publish","type":"page","link":"https:\/\/www.romanruzbacky.com.au\/index.php\/articles\/","title":{"rendered":"DEI Podcasts and Articles"},"content":{"rendered":"\n

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Coming soon:<\/strong> Season 1: Diversity Data Analysis Short Tutorials on my Youtube Channel: www.youtube.com\/@diversityequityinclusion6930<\/a><\/p>\n\n\n\n

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Articles<\/strong><\/p>\n\n\n\n

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Case Study Example of Gender-Disability-Age Pay Gap Analysis <\/a><\/p>\n\n\n\n

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What is you Diversity, Equity, Inclusion Leadership Practice Excellence? (2025)<\/a><\/p>\n\n\n\n

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Men as Allies: Clearing the Path, Not Just Holding the Mic<\/a> 2025<\/p>\n\n\n\n

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Diversity, Equity and Inclusion data – getting to the heart and truth of the matter<\/a><\/p>\n\n\n\n

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Gender Pay Gaps \u2013 why intersectional analysis is important – part 2<\/a><\/p>\n\n\n\n

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Resistance in Diversity Equity Inclusion work – how do we keep going in 2024?<\/a><\/p>\n<\/div><\/div>\n\n\n\n

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Gender Pay Gaps – why intersectional analysis is important<\/a><\/p>\n<\/div><\/div>\n\n\n\n

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https:\/\/www.hrmonline.com.au\/diversity-and-inclusion\/translate-diversity-data-into-action\/<\/a><\/p>\n<\/div><\/div>\n\n\n\n

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Some basic Pay Equity analysis for Diversity, Equity and Inclusion Practitioners (2023)<\/a><\/p>\n<\/div><\/div>\n\n\n\n

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How many people to implement a gender equity plan – at least five people <\/a><\/p>\n<\/div><\/div>\n\n\n\n

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Eight simple diversity data exercises from a DEI practitioner and analytical chemist <\/a><\/p>\n<\/div><\/div>\n\n\n\n

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Leading Diversity & Inclusion work with Optimism in a time of uncertainty<\/a> <\/a><\/p>\n<\/div><\/div>\n\n\n\n

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The evolution of Diversity & Inclusion practice during C\u2026.19?  <\/a><\/p>\n<\/div><\/div>\n\n\n\n

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Enabling the Diversity and Inclusion Practitioner – current challenges to our profession<\/a><\/p>\n\n\n\n

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Intergenerational Diversity and Exclusion – lifting the cloak of invisibility <\/a><\/p>\n<\/div><\/div>\n\n\n\n

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Engaging with the backlash towards gender equity initiatives – insights from a male D&I practitioner <\/a><\/p>\n<\/div><\/div>\n\n\n\n

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Diversity & Inclusion – Resisting the temptation for quick fixes <\/a><\/p>\n<\/div><\/div>\n\n\n\n

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Enabling the Diversity and Inclusion Practitioner – current challenges to our profession <\/a><\/p>\n<\/div><\/div>\n\n\n\n

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Having a clear narrative and rationale when talking with executives about diversity<\/a><\/p>\n<\/div><\/div>\n\n\n\n

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Good diversity strategy reduces compliance but what if you only have compliance? Some practical steps for diversity <\/a><\/p>\n<\/div><\/div>\n\n\n\n

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Nepotism\/Cronyism (aka jobs for mates) – discrimination by stealth<\/a><\/p>\n<\/div><\/div>\n\n\n\n

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Why we need to talk about race in the workplace – more than talk shows at work<\/a><\/p>\n<\/div><\/div>\n\n\n\n

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Gender inequality in Australian workplaces – all roads lead to culture? (Part 1)<\/a><\/p>\n<\/div><\/div>\n\n\n\n

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Gender inequality in Australian workplaces – are you tired of hearing we need to do more? (Part 2)<\/a><\/p>\n<\/div><\/div>\n\n\n\n

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Disability strategy in the shadows as disability discrimination complaints tops the list year after year<\/a><\/p>\n<\/div><\/div>\n\n\n\n

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Diversity managers and the baggage of expectation<\/a><\/p>\n<\/div><\/div>\n\n\n\n

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No one taught us how write posts. We had to figure it out for ourselves<\/a><\/p>\n<\/div><\/div>\n\n\n\n

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What great coffee experiences have taught me about creating great workplace environments.<\/a><\/p>\n<\/div><\/div>\n\n\n\n

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<\/a>(Coming soon on my you tube channel)<\/strong> <\/mark><\/p>\n\n\n\n

Online Instructional Video Series<\/a><\/strong><\/mark><\/p>\n\n\n\n

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The Gender Pay Gap – Targets, Intersectionality & Future Proofing  <\/strong><\/a><\/h2>\n\n\n\n

Wednesday 14 May, 2.00pm-3.00pm<\/p>\n\n\n\n

The gender pay gap is everybody\u2019s business. Understanding the drivers of the GPG is an essential component of a successful organisation\u2019s business strategy. This one hour interactive podcast by four gender equity experts Carol Corzo, Julie Burton, Vanessa Paterson and Roman Ruzbacky talk about targets, intersectionality, and practical actions and tips with impact.<\/p>\n\n\n\n