Inclusion is in our DNA.
Founded by European immigrants in 2010 and expanded by an ever-diverse workforce since, Perfect can confidently lay claim to the title of equal opportunity employer. With more than 40 nationalities, twenty ethnic groups, six religious denominations and all genders.
Employment equality is defining individuals or groups based solely on the merits of experience, attitude and ability – regardless of gender, sexual orientation, race, ethnicity, nationhood, religion, culture, wealth or marital status.
Inclusion is the application of that definition.
Regardless of how diverse and inclusive an organisation already is, Perfect recognises that true Diversity, Equality and Inclusion is a continuing process. We pursue our DEI goals in nine distinct ways.
1. WE WENT PUBLIC
A widespread, publicised message leaves no ambiguity. Workers, stakeholders, clientele, suppliers and subcontractors know where we stand, as well as who & what we stand for. By going public we forged a greater sense of worker unity, crystallised the group’s position and fully committed to our goals.
2. WE MADE IT POLICY
Throughout our history, every major iteration of Perfect’s operation has been etched in policy. They are our guiding principals, our constitution and DEI is no different. Perfect understands that policy instructs behaviour and behaviour creates culture.
3. WE CREATED THE CULTURE
Real, lasting change needs more than a soapbox and some paperwork. Perfect leadership has consciously – and continually – moved towards principals of greater diversity, equality and inclusion.
4. WE ELIMINATED BARRIERS
Inequality roadblocks tend to erode faith and morale. When in the context of career advancement this results in declining wellness, low productivity and ultimately – the attrition of a workforce. Perfect made sure our channels for professional development were well and truly open, with advancements defined purely by experience, attitude and ability.
5. WE EMBRACED DIFFERING VIEWS
Fostering a culture that welcomes open and honest discussion lets workers know that their opinion matters. This in turn creates worker value, pride and a sense of ownership in the business. Knowing this, Perfect’s regular meetings were redesigned to be more welcoming of different viewpoints. We continue to encourage our workers to have a voice.
6. WE VALUED INDEPENDENT THOUGHT
A company is only as good as its people and its people are only as good as you allow them to be. Perfect cultivated more of an environment in which new ideas were brought fearlessly to the table. The result? New initiatives, more efficient processes, a more valuable workforce and personal empowerment.
7. WE ENSURED WORKER VALUE
When staff feel they can be their full authentic selves the resultant workforce has a greater sense of self, is more capable at overcoming obstacles and is more adept at conflict resolution. We consciously encourage genuineness from our workforce, which in turn builds a stronger unit.
8. WE EXPANDED OUR INCLUSIVE RECRUITMENT
Already one of the most diverse workforces we know, we deconstructed and redesigned our hiring process from the ground up. By using language that doesn’t dissuade particular demographics we broadened our applicant base, which in turn has broadened the group’s skillset.
9. WE PROVIDE A SENSE OF BELONGING
Ownership of a common entity brings unity. Perfect continues to develop a greater sense of proprietorship within the group through frequent social events. This in turn yields a deeper connectedness, to Perfect – but also to each other.
Perfect’s commitment to equality and inclusion runs deep. We’re continually striving towards an environment where all workers share a sense of belonging. Where our people feel valued. A place where we empower our people to go onto greatness. Where diversity isn’t merely accepted – it’s celebrated.
We do this not because of social trends, business strategy or self-image. We do this because it’s who we are.