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.
Organisations play an important role in supporting and creating cultural safety and belonging in the workplace for Aboriginal and Torres Strait Islander people.
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.
In the first of a series of Case Study Conversations, we will deep dive into ANZ’s approach to effectively building cultural awareness, why they went down this path, what was achieved and lessons learnt along the way.
What are the experiences of Australian workers when it comes to inclusion?
Join DCA CEO Lisa Annese for a candid chat with two of Australia’s most experienced and passionate diversity and inclusion leaders - Ming Long AM, Chair of the DCA Board and Chris Lamb, Deputy Chair. Each will discuss their leadership journey and reflect on D&I in Australia today and in the coming year.
Statistics show that women experience some mental health conditions at higher rates than men, such as anxiety, depression, eating disorders, PTSD and self-harm. In contrast, men are more likely to suicide. And trans and gender diverse people can experience very high levels of psychological distress and are significantly more likely to attempt suicide.
Aboriginal and Torres Strait Islander women are underrepresented in the Australian workforce and not much is known about the experiences of these women at work that may be driving gender differences in Indigenous employment.
At this Diversity Leadership Program event, we discussed the impact of living and working with a chronic illness and what an accessible and inclusive workplace looks like for employees with these illnesses.
At this Gender Equality Network we will look at the uptake of parental leave by men, why it’s important for gender equality and how employers can make it easier for men to participate.
Australia has much to learn from Aboriginal and Torres Strait Islander cultures, and workplaces are no exception. At this event we will explore personal experiences of Aboriginal and Torres Strait Islander culture and truths from both a historical and modern perspective and how these untold truths can become barriers for Aboriginal and Torres Strait Islander people within the workplace.
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.