There is clear evidence that a family friendly workplace culture positively impacts the quality of work-life for people and contributes to the wider health and wellbeing of our society and economy; increasing productivity and reducing stress, absenteeism and gender inequality.
Is it time to move on from gender equality? This is the question we posed at this year's DCA & MAX Annual Diversity Debate.
At our next Case Study Conversation, we will take a look at how IKEA Australia has implemented a Skills for Employment program for refugees and asylum seekers.
Use of AI tools in recruitment is booming, from machine learning to sourcing job candidates to automating administration when onboarding new staff. As more and more Australian organisations are delegating recruitment tasks to AI, guidance is needed on what AI tools are available and what their diversity-related pros and cons are.
DCA’s Inclusive Recruitment project is a response to the uncommon times Australia finds itself in – the lowest unemployment rate (3.5%) in almost 50 years, along with a record-high proportion of the population employed (64.4%). In this context, Australian organisations need to diversify who and how they hire if they are to meet their workforce needs.
DCA explains how to make the most of your Inclusive Employer Index results.
Our recent Mapping the State of Inclusion and Mental Health report highlighted that a proactive organisational approach is required to help make work a force for good mental health. This means not only supporting employees with mental ill health but also nurturing the wellbeing of all employees.
DCA recently launched new findings on the role of workplace inclusion in ensuring that work has a positive impact on workers’ mental health and workplace mental health safety.
To date there is very little research in Australia on workplace inclusion for culturally and racially marginalised people with disability. However, we know that race and ethnicity intersect with disability to amplify people's lived experiences of discrimination, and to lower workplace participation and inclusion.
It happens to one in four pregnancies and can have a big impact on people’s lives. But miscarriage is rarely discussed openly.
This Case Study Conversation deep dives into Aurecon’s approach to tackling workplace sexism and sexual harassment by encouraging bystander action.
KPMG, the Workplace Gender Equality Agency (WGEA) and DCA are delighted to invite you to a special event to launch the fourth in our important series of research reports on the gender pay gap.
As we return to COVID-normal, are we in danger of creating a two-class system where those who return to face-to-face work leave behind those who continue to work virtually?
After a two year break due to COVID, we are proud to have brought you this special in-person event in Melbourne that honours the contribution of the late Anna McPhee, DCA’s former Chair and a passionate advocate for diversity and equal opportunity.
At this event we look at how workplace inclusion & exclusion can affect mental health.
Many organisations are doing a lot to make their workplaces more inclusive for people with children. But how can workplaces be more inclusive of people who are childless not by choice (CNBC)?
There are over seven million families in Australia, and they come in all shapes and sizes such as couples with and without children, including same-sex couples, couples with dependants, single mothers or fathers with children, divorced/blended families, relatives who take on caring duties such as aunts, uncles, grandparents and siblings living together.
The heightened global conversation about race and racism and the resultant calls for Australian organisations to do better when it comes to confronting and addressing racism has led to DCA’s latest research report, 'Racism at Work', conducted in partnership with sponsors, ARUP, Diageo, IKEA Australia, QBE, and Relationships Australia NSW.
Monash University & Diversity Council Australia, with Hudson RPO, have joined forces to explore the impact of unconscious bias on recruitment and selection decisions that use artificial intelligence.
We all want to end sexual harassment and build equality across our workforces. An important step in achieving this is to ensure the elimination of sexual harassment is firmly planted on board and executive agendas.