Resources
Real examples of how we work with organisations to create lasting, practical change.
The proof is in the pipeline
Diversity Strategy · ATO DEI Strategy
From award-winning programs to an executive-led, enterprise-wide DEI strategy.
Shifting the ATO from programmatic, HR-led initiatives to a fully integrated, executive-led and leadership-accountable DEI model — with measurable metrics aligned to enterprise objectives.
Respect at Work · NSW Parliament
Building Respect at Work capability across NSW Parliament.
Following the Broderick Review findings of systemic bullying and unacceptable rates of sexual harassment, a multi-year leadership-led capability build across Parliament and ministerial workplaces.
Inclusive Leadership · Mining
Shifting leaders from resistance to ownership on gender equity.
Reframing gender equity as operational excellence — not a corporate agenda — across remote, predominantly blue-collar mining sites where pushback was entrenched.
Cultural Diversity · Monash University
Building cultural inclusion capability at Monash University.
A CQ Centre-accredited Cultural Diversity & Inclusion program for faculty leadership — translating diversity into measurable cultural intelligence (CQ) capability across one of Australia's most globally connected universities.
End-to-End Cultural Change · Premier's Department NSW
From goodwill to governance — embedding DEI as core business.
Transforming decentralised enthusiasm and grassroots activity into an enterprise-wide DEI strategy with executive accountability and leadership capability across the Department.
Advisory · Psychosocial Risk Across Multiple Ports
From incident response to board-level psychosocial risk governance.
A defensible, system-wide psychosocial hazard and Positive Duty review across multiple Australian port operations — answering the Board's question of isolated breach vs. systemic risk.
Workplace Culture Review · Global Mining
From hidden cultural risk to governance clarity.
An independent Workplace Culture and Psychosocial Risk Review across multiple international operations — making psychological safety a measurable safety control alongside physical safety.
DEI Diagnostic · Australian Institute of Architects
From insight to industry leadership.
A profession-wide DEI diagnostic uncovering systemic barriers to participation, progression and representation across the architectural profession in Australia.
Cultural Reform · Corrective Services NSW
A systemic sexual misconduct prevention framework for CSNSW.
Following the Astill Special Commission of Inquiry, a standalone Sexual Misconduct Prevention & Response Framework, Implementation Plan and Employee Guide — embedded as a governance and psychosocial risk control.
Respect at Work · Managing Third-Party Risks
Respect at Work in settings with high power imbalances.
Strengthening leader and member-facing team capability to manage third-party conduct risk in member-based interactions and environments where power asymmetries shape behaviour.
WGEA Gender Equality Indicators · Financial Services
From representation targets to governance reform.
An independent evidence-based review of a major bank's Gender Equality Strategy and Action Plan against the six WGEA Indicators and the 2023 Amendment Act — addressing senior under-representation and the gender pay gap.
Unconscious Bias for Hiring Managers · Australian Bank
From good intentions to disciplined hiring.
Embedding bias management as a decision-quality capability across hiring managers — protecting candidate experience, talent quality, workforce diversity and reputational risk.
Diversity Advisory · Intergenerational Inclusion
From overlooked cohort to strategic priority.
An independent inclusion diagnostic for mature-age and long-tenured employees after internal data flagged higher exclusionary behaviour — embedding life-stage inclusion as a retention and capability priority.
Inclusive Leadership · Customised for Two Banks
Going deep where needed. Scaling where required.
Multi-year partnerships with two major Australian banks — distinct evidence-based approaches tailored to each organisation's context, leadership maturity and risk environment, from cultural reset to scaled capability.
Disability Inclusion · NSW Department
Advancing disability inclusion without causing further harm.
A disability inclusion diagnostic across a major NSW Government Department — embedding trauma-informed consultation as a governance and psychosocial safety priority for employees with disability.
Trauma-Informed Investigations · Professional Services
Embedding trauma-informed investigations firm-wide.
Co-designed trauma-informed investigations training for ER, HR and Legal teams, with trauma-informed responding capability for all Partners — aligned to the AHRC's human-centred approach and the firm's updated Respect at Work framework.
DEI Strategy · Embedding Belonging
A governance-ready D&I strategy aligned to risk and sustainability.
An enterprise-wide Diversity & Inclusion Strategy linking belonging to commercial performance, risk and sustainability — built on existing community heritage, active networks and priority-dimension initiatives.
Regional Leadership Capability · Disney SEA
Inclusive leadership across diverse Asian markets.
A regionally tailored Inclusive Leadership and Unconscious Bias initiative across Singapore, Malaysia, the Philippines and Indonesia — translating inclusion into culturally intelligent leadership capability.
Psychological Safety · Twitter JAPAC
From global awareness to local behaviour change.
A staged, multi-level program strengthening speak-up culture, leadership alignment and everyday behavioural capability — closing the gap between high awareness of psychological safety and inconsistent team behaviours.
Respect at Work · High-Risk Distributed Workforce
From legal obligation to practical leadership action.
Strengthening leader capability to manage workplace conduct risk across a complex distributed workforce with extensive third-party interactions — meeting Positive Duty and WHS expectations beyond policy alone.
Active Bystander · Cultural Institution
Building active bystander capability in a cultural institution.
Tailored Active Bystander training aligned to Positive Duty and WHS obligations — moving people from policy awareness to applied, real-time intervention capability.
Unconscious Bias & Mindful Inclusion · DDB Group
Strengthening creative effectiveness through mindful inclusion.
A tailored Unconscious Bias and Mindful Inclusion program for DDB Group — linking bias interruption directly to creative effectiveness, audience insight and inclusive collaboration.
Board & Executive · Energy Sector
Governing Respect at Work as a board-level risk in the energy sector.
Board and executive capability uplift in response to the Positive Duty — repositioning Respect at Work from HR/compliance to enterprise governance, with defensible evidence of prevention.
In their words
Felicity Menzies has been a valued long-term partner to CAANZ, delivering outstanding work across diagnostic, capability building, and strategy. As a complex organisation wearing multiple hats — employer, educator, member-based organisation, and professional standards body — we needed someone who could grasp that complexity. Felicity did exactly that, customising every engagement to reflect our unique context across Australia and New Zealand. Her deep facilitation skills rate highly among our leaders and staff, and her advisory support is trusted and practical. We highly recommend her.