Inclusion by design – IP Australia’s journey
IP Australia is intentionally building a workplace that welcomes all – not by chance but by design.
Their goal is simple: to create a space where every staff member can thrive and feel a sense of belonging, regardless of background or circumstance.
Inclusion isn’t a side project for IP Australia. It’s embedded in how they operate and aligns with their strategic objectives to drive impact, strengthen capability, enhance customer service and fuel innovation.
From inclusion to belonging
In August 2023, IP Australia launched their Diversity and Inclusion Strategy 2023-26 – ‘From inclusion to belonging’, building on the foundations of their previous Diversity and Inclusion Strategy (2019-22) and marking their engagement with Diversity Council Australia (DCA) and the Inclusive Employer Index.
Their strategy takes an intersectional approach, recognising the complexity and uniqueness that each person has as a part of their identity and experience, and aims to take their workplace from inclusion to belonging. The results from their first participation in the Inclusive Employer Index reinforced the linkages between employee satisfaction and supportive team leaders. They therefore invested time and resources into building manager capability.
They track progress through their Inclusion Matrix, using key indicators identified in surveys, and internal and external benchmarks to measure success. The matrix allows them to take a data-led approach to identifying and removing barriers to support connection and belonging.
Listening to their staff and understanding how inclusion, or exclusion, impacts performance, team cohesion and psychological safety in their flexible work environment is key to their success.
IP Australia’s efforts have earned them Inclusive Employer status for the third consecutive year through the DCA Inclusive Employer Index – exceeding the national benchmark across support for D&I, contribution, connection, respect, inclusive leadership, inclusive organisational climate and with lower levels of exclusion.
“Our purpose at IP Australia is to enable Australians to benefit from great ideas by providing a world-leading IP system. We can’t deliver on this without the innovation and diversity of thought, experience and skills that come from embracing diversity and ensuring we are truly inclusive.”
-IP Australia Director General and Inclusion Champion, Michael Schwager
IP Australia takes pride in providing flexibility and connection, and building manager capability to support our employees in the workplace.
With IP Australia’s Diversity and Inclusion Champions at the senior leadership level and their employee diversity networks, they continue to adapt, change, and improve.
They have launched several initiatives to embed inclusion across the agency. Some of these include:
- Gender Equity Action Plan: a significant step towards fostering a more inclusive and equitable environment for people of all genders
- Cultural and Linguistic Diversity Action Plan: aiming to build on cultural capability and continue to look at ways to support diverse leadership talent.
IP Australia has also enhanced recruitment, leadership, and employee experience through improved human resource platforms, tailored training, affirmative recruitment measures and new entry pathways in their revised Talent Acquisition Program.
Spotlight on employee experience
IP Australia fosters inclusion through storytelling – sharing lived experiences to increase awareness, reduce stigma and strengthen community – which helps create a psychologically safe environment where innovation can thrive.
For Shellie May, flexibility was vital to care for her dad, who had diabetes and an autoimmune condition requiring increasing support.
“18 years ago, I bought a house and moved my parents from Queensland to Canberra, to act as their sole primary carer,” Shellie says.
After the move, things got tougher when her dad was diagnosed with heart failure.
“Flexibility in my working week is essential as my folks get older and their health deteriorates. I work from home so I can be there for them.”
Shellie has worked for IP Australia for 28 years and knows she couldn’t achieve what she does at work or in her personal life without support and flexibility.
Capability Manager Sarah Hanily’s story highlights how IP Australia’s commitment to inclusion is not just about policy – it’s lived practice. They support flexibility at all levels and aim to equip managers with the capability they need to support a diverse and hybrid workforce.
Sarah is living with a rare cancer. After extensive surgery and complications, she returned to work with a flexible arrangement that accommodates her disability and works for her team.
“IP Australia does a fantastic job supporting me, which enables me to effectively provide the support others need in my role as a capability manager,” Sarah says.
“This is a real win-win for both me and the agency. I’m passionate about people and love being creative. I enjoy inspiring a growth mindset in our staff and preparing them for the future in our ever-changing work environment.”
IP Australia is proud of their progress, though they recognise inclusion is ongoing work. They welcome all feedback and use it to guide their next steps, knowing there’s always room for growth. IP Australia highlights that inclusion by design means continuing to learn, listen and evolve – because when their people thrive, so does their agency and the customers they serve.
About IP Australia
IP Australia is the Australian Government agency that administers intellectual property (IP) rights and legislation for patents, trade marks, design rights and plant breeder’s rights (PBR).
They help innovators turn sparks of creativity into protected assets – whether it’s a clever invention, a distinctive brand, or a stylish design. Read more about IP Australia.