An Introduction to [email protected]

What is the [email protected] Index?

In 2017 DCA partnered with Suncorp, and in 2019 Suncorp and Novartis created a national [email protected] Index to track the state of inclusion in Australian workplaces over time. Now in its third iteration, DCA once again investigated 2 questions:

investigating two questions - see text description

Text description

  1. How inclusive is the Australian workplace for a diversity of employees, and how has this changed over time?
  2. What impact does inclusion have on performance and wellbeing 

To do this, we surveyed a nationally representative sample of 3,000 Australian workers. The survey is repeated biennially to map and track inclusion in Australian workplaces over time. 

Our aspiration is to:

  • encourage Australian organisations to achieve inclusion in their workplaces
  • biennially track Australia’s progress (or lack of) in creating [email protected], and
  • encourage Australians to consider workplace inclusion for a broad set of workers – that is, not just workplace inclusion for men and women (most commonly considered by employers) but also by age, cultural background, caring responsibilities, disability status, Indigeneity, sexual orientation and gender identity, and more.

Explore the Findings

Support for Diversity & Inclusion

To what extent do workers support or oppose their organisation taking action to create a diverse and inclusive workplace?

Our research shows that Australian workers overwhelmingly support inclusion initiatives. In 2021, as in 2017 and 2019, three out of four Australian workers supported or strongly supported their organisation taking action to create a workplace that is diverse and inclusive (D&I) and only 3% of Australian workers opposed or strongly opposed their organisation taking action.

Text description

2021

  • 43% Strongly Support
  • 34% Support
  • 19% Neither Support or Oppose
  • 3% Oppose
  • 1% Strongly Oppose

2019

  • 43% Strongly Support
  • 35% Support
  • 19% Neither Support or Oppose
  • 2% Oppose
  • 1% Strongly Oppose

2017

  • 37% Strongly Support
  • 38% Support
  • 22% Neither Support or Oppose
  • 2% Oppose
  • 1% Strongly Oppose

The State of Exclusion

Discrimination and harassment in the workplace are common - over a quarter of workers still report personally witnessing and/or experiencing discrimination and/or harassment, and everyday exclusionary behaviours the workplace.  

Each index we find workers from minority groups are significantly more likely to experience discrimination and/or harassment at work compared to workers from mainstream or majority groups.

Aboriginal and/or Torres Strait Islander workers consistently report the highest levels of exclusion. With 1 in 2 reporting experiencing some form of discrimination and/or harassment in the past year, they were twice as likely as non-Indigenous workers to have experienced discrimination and/or harassment at work in the last 12 months.

Workers from a non-Christian religious background, workers with disability and LGBTIQ+ workers also report significantly higher levels of experience of discrimination and/or harassment, compared to Christian workers, workers with no religion, workers without disability and non-LGBTIQ+ workers. 

Text description

% Who have experienced Harassment and/or Discrimination in Past year, 2021

  • 50% Aboriginal and Torres Strait Islander Australians
  • 48% Non-Christian Religion
  • 45% People with Disability
  • 45%LGBTIQ+
  • 35% Younger Workers (under 30)
  • 33% Carers    
  • 28% Culturally Diverse
  • 28% Christian Religion
  • 26% Women
  • 26% Men
  • 23% No Religion
  • 23% Non-Indigenous
  • 23% Non-LGBTIQ+   
  • 22% People without Disability
  • 21% Non-Carers
  • 21% Non-Culturally Diverse
  • 17% Older Workers (over 55)

Leading and Lagging Industries

In both 2017 and 2019, financial and insurance services was the leading industry for [email protected] This year saw a change – workers in education and training are now the most likely to report experiencing [email protected]

The education and training industry has one of the highest levels of reported organisational D&I activity and employee support for this, one of the highest percentages of employees working in inclusive teams and organisations and with inclusive managers, and the greatest overall workforce diversity relative to the Australian workforce average.

Meanwhile, for the third index in a row, workers in manufacturing were significantly less likely to experience [email protected] The industry has a low level of reported organisational D&I activity and employee support for this, a low percentage of inclusive teams, organisations and managers, and a high percentage of employees working in non-inclusive teams and organisations and with non-inclusive managers.

Text description

Support: I strongly support or support my organisation taking action to create a diverse and inclusive workplace

  • 82% - Education and training
  • 68% - Manufacturing

Action: My organisation is taking action to create a diverse and inclusive workplace

  • 58% - Education and training
  • 39% - Manufacturing

Inclusive team: % who rated their team 4 or over out of 5

  • 56% - Education and training
  • 39% - Manufacturing

Inclusive leaders: % who rated their managers 4 or over out of 5

  • 40% - Education and training
  • 17% - Manufacturing  

Inclusive organisations: % who rated their organisation 4 or over out of 5

  • 46% - Education and training
  • 25% - Manufacturing

Non-Inclusive team: % who rated their team less than 3 out of 5

  • 12% - Education and training
  • 14% - Manufacturing

Non-Inclusive leaders: % who rated their mangers less than 3 out of 5

  • 16% - Education and training
  • 21% - Manufacturing

Non-Inclusive Organisations: % who rated their organisation less than 3 out of 5

  • 17% - Education and training
  • 36% - Manufacturing 

Access the Research

For a 2-page summary on why [email protected] is important for Australian workplaces, please download the Infographic

For more information on the key findings, please download the Synopsis Report

For more detailed information on all findings, the research methodology, and all research references, please download the Full Report. DCA members can access the Full Report by logging into the Members Only area of the DCA website.

Download the Infographic  Download the Synopsis Report

The Australian Business Case for Diversity and Inclusion

Why Inclusion Matters

Our [email protected] Index continues to find a strong business case for diverse and inclusive workplaces - inclusion matters to the majority of Australian workers, benefits everyone (not just people from target or minority groups) and boosts employee performance and wellbeing.

Read about the Australian Business Case for D&I

Inclusive Employers Index

Inclusive Employers: Committed and Taking Action

Every year, Australian organisations are able to participate in DCA’s Inclusive Employers Index, which enables them to measure diversity and inclusion in their workforce and compare findings to a DCA-Member Leading Practice Benchmark and a National Index Benchmark (derived from a nationally representative survey of 3000 Australian workers).

Organisations that participate in the Inclusive Employers Index, if deemed eligible, are able to show their commitment to diversity and inclusion by displaying a time dated Inclusive Employer logo.

To be deemed eligible as an Inclusive Employer 2021-2022, participating DCA members must:

  1. Invite at least 60% of their employees to participate, and
  2. Show that they are active and committed to inclusion by achieving results that exceed the National Index Benchmark on at least five out of six of the following measures:

(i) Awareness; (ii) Engagement; (iii) Inclusive Organisational Climate; (iv) Inclusive Leadership; (v) Inclusive Team; (vi) Exclusion.  

Frequently Asked Questions

See a list of inclusive employers

Learn About D&I

What is Diversity and Inclusion?

What is Diversity and Inclusion? - see text description

Text description

What is Diversity?

Diversity is the mix of people in your organisation. Diversity refers to all the ways in which we differ (e.g., Aboriginal and/or Torres Strait Islander background, age education, gender, profession).

 

What is Inclusion?

Inclusion is getting this mix to work. Inclusion occurs when a diversity of people are respected, connected, progressing and contributing to organisational success.

Infograph about inclusion - see text description

Text description

Diversity refers to all the differences between people in how they identify in relation to their Aboriginal and/or Torres Strait Islander background, age, caring responsibilities, cultural background, disability, gender, LGBTIQ+ status, socio-economic status, and faith and religion (Social Identity), and their profession, education, work experiences, and organisational role (Professional Identity).

Different people will experience inclusion differently - see text description

Text description

Inclusion occurs when a diversity of people are respected, connected, progressing and contributing to organisational success.


Respected. Inclusion occurs when a diversity of people at work feel valued and respected for who they are.

Connected. Inclusion occurs when a diversity of people feel connected to their co-worker, treated as an insider, and so have a sense of belonging.

Progressing. Inclusion occurs when a diversity of people at work have opportunities to develop their career and progress.

Contributing. Inclusion occurs when a diversity of people can contribute their talents and energies to the organisation.


Importantly, this definition of inclusion focuses on characteristics which have a demonstrable link to positive business outcomes (e.g., productivity, performance, engagement, innovation).

Remember! Different people will experience inclusion DIFFERENTLY – being respected at work may look and feel different for a young Anglo-Celtic graduate and an older Chinese-Australian executive. So it's important to learn about each other's identities (e.g. age, cultural background, gender) and how this may (or may not) influence our view and experience of [email protected].

[email protected] Case Study

In 2017 DCA and Suncorp joined forces to create a national [email protected] Index to track the state of inclusion in Australian workplaces over time. In the case study below, Founding Sponsor, Suncorp shares their experience of creating [email protected] in practice.

Read case study

Methodology

The findings reported on in this website are based on the nationally representative on-line 2021-2022 [email protected] survey of 3000 Australian workers (except where otherwise indicated).

The methodology is described in full detail in the [email protected] Index Full Report, available on DCA website (see above).

Read more about methodology