Diversity Council Australia backs protections for individuals from discrimination and harassment for their religious beliefs or no beliefs but said the Religious Discrimination Bill 2021 goes too far in its current form.
The DCA office will close at 5pm AEDT on Friday 17 December 2021 and will re-open on Tuesday 4 January 2022 at 9am AEDT. We wish everyone a safe and happy time during the festive season.
Australian-first research on Indigenous women’s working lives reveals Aboriginal and Torres Strait Islander mums and carers most at risk at work
A new report out today has for the first time examined the experiences of Aboriginal and Torres Strait Islander women inside Australian workplaces, revealing that Indigenous mums and carers are the most likely group to experience discrimination.
DCA is delighted to announce that Chris Lamb is returning to the DCA Board, this time as Deputy Chair and Chair of the Board HR Sub-Committee.
The Respect at Work Bill is set to be debated in parliament today, but according to Ms Annese, while a step in the right direction, in its current form the Respect at Work Bill is insufficient to really stamp out sexual harassment.
DCA CEO, Lisa Annese, has expressed disappointment about the omission of questions relating to sexual orientation, gender identity and variations of sex characteristics in this year’s Census.
As part of King & Wood Mallesons’ commitment to making a positive impact in the communities in which they live, work and operate, the firm has established three social mobility programs, Waiwa Mudena, the KWM First Nations Fellowship and the KWM School of Opportunity.
Diversity Council Australia’s (DCA’s) Board has appointed Ming Long AM as Chair, marking an exciting shift for the leaders of diversity and inclusion (D&I) in Australia.
Just asking ‘where are you from…?’ is not the best way to understand Australia’s rich cultural diversity, report finds
A new report, out today, from DCA and the University of Sydney Business School has found that Australian organisations are missing out on important business opportunities by failing to effectively measure the degree and breadth of culturally diverse talent.
Leading Australian businesses who have been keen to stamp out sexual harassment for decades are now coalescing around a ground-breaking movement to finally end harassment in the workplace, signing a public pledge which shows their enduring commitment to a zero-tolerance policy.
Australia is at a turning point in the national conversation about sexual harassment and gender inequality. To make sure these conversations turn into action, we are now asking Australian CEOs to stand with us – as leaders and members of DCA – and commit to the two simple steps.
DCA and Our Watch have released a new guide that challenges the myth that domestic, family and intimate partner violence is not a workplace issue.
Exclusively for our key contacts (plus one D&I colleague), the DCA LinkedIn Community provides a supportive platform to gain valuable insights and practical advice on D&I topics of interest to you.
DCA’s offices are closed from 5pm on Monday 21 December 2020 and will re-open at 9am on Monday 4 January 2021 (AEDT).
It’s time for Indigenous people to speak the truth about their workplace experience. And it’s time for workplaces to listen
A new report, out today, from the Jumbunna Institute of Indigenous Education and Research and DCA is speaking truth to Australian employers about the experience of Aboriginal and Torres Strait Islander staff.
EMBARGOED UNTIL 12AM 26 OCTOBER 2020: New research, released today from Diversity Council Australia, has found strong evidence that people from self-identified lower classes experience more exclusion, discrimination and harassment at work than people from higher classes.
Diversity Council Australia is shocked and deeply saddened by the passing of Susan Ryan.
As we prepare to mark Equal Pay Day on 28 August, Diversity Council Australia (DCA) is calling for a renewed focus on the gender pay gap as COVID-19 exacerbates inequalities for women.
Black Lives Matter and ways to make genuine progress on Aboriginal and Torres Strait Islander workplace inclusion
The US Black Lives Matter movement has shone a light on continued injustices and inequalities experienced by Indigenous people in our society. How can we ensure that this moment does not pass by without genuine progress on Aboriginal and Torres Strait Islander workplace inclusion?