Allies can play a key role in advocating for inclusion of people from marginalised or underrepresented groups, using their position to counter inequality. But what does good allyship look like in the workplace? How can allies use their privilege to amplify the voices of others to achieve real change?
DCA's #IStandForRespect campaign has been asking Australian CEOs – as leaders and members of DCA – to stand against gendered harassment and violence in all its forms and take steps to address sexual and sex-based harassment. At this event will hear personal accounts from CEOs leading on tackling sexual harassment at work.
Join us as we explore the latest on the gender pay gap and how leading practice organisations are making progress in closing the gap.
DCA has been asking its member CEOs to stand against gendered harassment and violence in all its forms, and commit to taking steps in their organisation to address sexual and sex-based harassment, to make the workplace safe for everyone.
June is Pride Month and is an opportunity to celebrate the diversity of the lesbian, gay, bisexual, trans/gender diverse, intersex and queer community. But what happens after Pride Month?
SANE Australia and a guest panel will discuss managing complex mental ill-health conditions in the workplace.
At this event we will be delving into Reconciliation Australia's ‘2021 State of Reconciliation in Australia report’ and drawing on data from the 2020 Australian Reconciliation Barometer.
Domestic and family violence is a critical issue in the workplace. If an employee is living with, or using, domestic and family violence, it will have an impact on the workplace through absenteeism, presenteeism and the costs of replacement hiring. Not to mention the personal impacts on those people living with family and domestic violence.
At this Diversity Leadership Program event, we will discover how to make workplaces more class-inclusive.
DCA’s Inclusion@Work Index offers DCA members the opportunity to map and track the state of diversity and inclusion in their workforce benchmarked against leading D&I employers.
What is the most inclusive and informative way for Australian employers to measure and report on cultural diversity in their workforce and leadership teams?
Workplace sexual harassment is not inevitable, it is not acceptable but it is preventable.
Since the pandemic, Australians over the age of 60 years have been impacted the most in terms of job loss, and workers aged 40 years and over have experienced greater loss of wages.
Technological developments and the use of artificial intelligence (AI) is changing the way we work – and even how we recruit people.
Inclusion at work occurs when a diversity of people (e.g. of different ages, cultural backgrounds, genders) feel valued and respected, have access to opportunities and resources, and can contribute their perspectives and talents to improve their organisation.
Learn how to become an advocate for Constitutional recognition and the Uluru Statement and hear the latest on the From the Heart campaign and how you can be an ally.
Affordable and accessible childcare/early childhood education is a key enabler for women's workforce participation, and yet many women and families struggle with the cost and finding vacancies to suit their needs. What’s more, early childhood educators, most of whom are women, are amongst some of the lowest paid in the country. So what can be done to improve the system for children and their families as well as for workers?
Working from home has arguably been mainstreamed during COVID-19 in what could be seen as one of the greatest revolutions in the way we work in modern times. But has this new way of working resulted in improved performance and wellbeing? What has the pandemic taught us about what works and what doesn't when it comes to flexibility? Where does this leave those who can’t work from home?
A Voice to Parliament is a fair and practical way to deliver meaningful constitutional recognition and reform for Aboriginal and Torres Strait Islander people.