A strong commitment to inclusion, recognition of its strategic business value, and the role of leadership in creating respectful, safe, and accountable workplace cultures are some of the consistent themes shared by top leaders at AMP, AXA XL and Westpac Group in our next Founding Member commemorative blog.
Diversity Council Australia (DCA) is celebrating 40 years of championing diversity, equity and inclusion. In this important year, we are showcasing the 11 organisations that were the first members of the Council for Equal Opportunity in Employment. Driven by the belief that business could lead action on D&I, not wait for it to be legislated, they founded what would become DCA.
“Today, these organsations continue to make progress through a shared commitment to advance equity and inclusion for all,” said DCA CEO Catherine Hunter.”
“We are pleased to share their reflections on the progress they have made and their continued efforts to further their impact.”
We asked their leaders what drives their D&I efforts, why it remains a business imperative, and the value and benefits of a DCA membership. We will continue to share these insights in the lead-up to this year’s Inclusion at Work Week (17–21 November).
Read our first blog in this spotlight series featuring Founding Members BHP, Coles Group, and IBM Australia.
Alexis George, Chief Executive Officer, AMP
On AMP’s commitment to D&I over the years:
Our commitment to diversity and inclusion is fundamental to who we are at AMP and I see this is a non-negotiable.
We support diversity and inclusion in all its forms. Creating a safe and inclusive place for our people is, and always will be, a top priority for me and I see all of our leaders having a role to play in this.
We know having a diverse and inclusive workplace leads to better ideas, perspectives, approaches, and therefore better outcomes for our people and customers. While we’ve made great progress, it’s important to recognise there’s still more to do – and I’ll continue to ensure we have a culture that embraces inclusion not only in how we operate, but how we treat all of our stakeholders.
On why fostering inclusive workplaces is a strategic imperative:
I believe fostering an inclusive workplace with a sense of belonging is key to our success. When people feel respected, heard, and valued for who they are, they’re more engaged, innovative, and able to reach their full potential.
At AMP, we’ve seen that diverse and inclusive teams make better decisions, solve problems more creatively, and understand our customers more deeply. Inclusion helps us attract and retain the best people, adapt to new challenges, and build a stronger connection with the communities we serve. As leaders, it’s our responsibility to set the tone and ensure inclusion is embedded in everything we do.
Being intentional about how we drive inclusion and diversity is key to our performance at AMP, it helps with creativity and delivering on our purpose ‘helping people create their tomorrow’.
On the value of DCA membership:
I would strongly encourage any organisation considering joining DCA to take that step. We understand that we cannot do it all ourselves, and DCA has been an essential partner to AMP. We hold ourselves accountable through partnerships like DCA and by listening to our people along the way. This relationship has challenged us with the question ‘what more can we do?’.
Joining DCA is a powerful way to demonstrate your commitment to inclusion, staying accountable, and ensuring your organisation is equipped to thrive. I’m proud of AMP’s long association with DCA, and I know the benefits are real and lasting.
Catherine Carlyon, Country Manager, Australia, AXA XL
On AXA XL’s commitment to D&I over the years:
AXA turned 40 this year. AXA has distinguished itself as a daring and pioneering organisation with strong values and a purpose to protect what matters. Inclusion and diversity are central to this purpose. We are an organisation that gives people opportunities to thrive, innovate and to better support our clients.
I fundamentally believe that every individual is unique and has the right to bring their whole selves to work. At AXA XL in Australia, we foster a culture that is open and flexible, trusted and respectful, where inclusion is a given and diversity is celebrated; where challenge is encouraged, and we are all accountable.
On why fostering inclusive workplaces is a strategic imperative:
An inclusive workplace is a place where I want to work. And being able to attract and retain talent is one imperative, but benefits go well beyond this. An inclusive culture will attract diverse talent. A more diverse organisation broadens thinking, making better decisions, driving innovation through creative thinking, delivering solutions fit for our diverse clients and ultimately driving better business results.
On the value of DCA membership:
The DCA is a great source of knowledge and education on all aspects of inclusion and diversity, with practical advice and guidance on how to progress further. Membership also gives access to understanding and learning from other companies’ perspectives, and provides networking opportunities and insights. For a relatively modest annual fee, the access to thought leadership, practical advice, professional development materials, etc. is outstanding and of great support wherever an organisation is on prioritising and embedding inclusion and diversity.
Anthony Miller, Chief Executive Officer, Westpac Group
On Westpac Group’s commitment to D&I over the years:
As Australia’s first bank and oldest company, a commitment to inclusion is entrenched in our history. This commitment can be traced back to key moments, including hiring our first female employees in 1898 and being the first publicly listed Australian company to introduce paid parental leave in 1995.
This year, Westpac announced the expansion of our Women in Business fund to $1 billion, a move to help more women achieve their dreams of starting their own venture. Meanwhile, we relaunched the Westpac Outstanding Women’s Awards in Papua New Guinea, the first initiative of its kind there in 2002, drawing record nominations and engagement. We also have a legacy of striving for equal access, recognised as a Top Performer in the 2024 Australian Disability Network Access and Inclusion Index. We’re proud of our progress and where we’re headed. Everything we do comes back to creating a better future for the customers and communities we serve.
On why fostering inclusive workplaces is a strategic imperative:
We know having a diverse workforce enriches our teams, inspires and encourages diverse perspectives and ensures we reflect and understand the customers and communities we support right around Australia. Our people are our differentiator, and we know that people perform at their best when they feel safe and included. To attract and retain the best, it’s important that we foster a workplace where all our people feel supported and valued. For example, we have 11,000 of our employees involved in ten Employee Advocacy Groups, creating communities for our people to connect and advocate for diverse groups.
On the value of DCA membership:
As a Founding Member, we’ve benefited from DCA’s evidence-based research and networks over many years. More recently we have been involved with DCA’s RISE Project for Culturally and Racially Marginalised (CARM) women. This initiative is helping us to understand the potential barriers for culturally diverse women in the workplace and support a select group of CARM women to progress their leadership careers. These partnerships are vital to ensure organisations continue to test and challenge their approach to and advocacy of diversity and inclusion in their workplaces.
Become a DCA member
As we celebrate the 40-year legacy of our Founding Members in shaping inclusive workplaces, we also look to the future – inviting all Australian employers to build on this progress. You can:
- Explore the benefits of a DCA membership, including access to research, tools, events, advocacy, and training across key diversity areas – and become a DCA member!
- Register for our fourth annual Inclusion at Work Week (17–21 November) to showcase your organisation’s D&I stories (registrations open mid-September).