Diversity Council Australia (DCA) congratulates Prime Minister Anthony Albanese and the Australian Labor Party on their re-election and looks forward to continuing to work with the federal government to build a more inclusive and equitable Australia.
We also acknowledge the important progress made in the last term, including reforms to close the gender pay gap through improved Workplace Gender Equality Agency (WGEA) reporting, strengthened protections against workplace sexual harassment through the Respect@Work reforms, and a promising renewed focus on disability inclusion that promotes safety, access, and rights. The Prime Minister also signalled his commitment to reconciliation by reaffirming the importance of Acknowledgement of Country and Welcome to Country ceremonies and supporting greater visibility of First Nations voices in national dialogue.
As Australia grapples with economic uncertainty and shifting workforce needs, inclusive workplaces are not only a moral imperative, they’re central to building a more productive Australia and a stronger economy. DCA research shows inclusive workplaces are linked with greater innovation, improved performance, stronger communities, and better outcomes for all.
We recognise that driving productivity will be a key focus for the Albanese Government in the term ahead. Inclusive workplaces play a critical role in lifting productivity, and DCA is keen to work with government, including key bodies such as the Productivity Commission, to explore these links and help realise their benefits.
Guided by our evidence-based advocacy efforts, built on research and lived experience, we’ve identified five key priorities where government action can drive real change.
1. Listen to and include Aboriginal and Torres Strait Islander people
The result of the Voice to Parliament referendum left a significant gap in Australia’s journey toward reconciliation. As a nation, we must continue to work toward meaningful inclusion for Aboriginal and/or Torres Strait Islander people, including in the workplace.
Research from Gari Yala – Speak the Truth, led by the Jumbunna Institute of Indigenous Education and Research and DCA, highlighted just how widespread workplace racism and exclusion are for Aboriginal and/or Torres Strait Islander peoples. It also exposed how intersecting inequalities, like racism and sexism, compound this experience.
It’s crucial that the new government centres Aboriginal and/or Torres Strait Islander voices on all policies that affect their lives. We also need targeted action to improve employment participation, economic security and inclusion. The upcoming Gari Yala 2 project will provide fresh insights to help guide that change.
2. Take action to end racism at work with an anti-racist approach
Racism continues to be a serious issue in Australian workplaces. DCA’s Racism at Work research showed that 88% of workers believe racism is a problem, but many workplaces don’t know how to address it effectively.
To shift this, DCA developed a practical, evidence-based framework for anti-racist action that helps organisations understand what racism looks like, how it operates (both structurally and interpersonally) and what real change requires. However, workplace action alone isn’t enough. The government can play a crucial role by supporting national education campaigns, funding anti-racism training and initiatives, and backing research that helps us understand how to effectively address racism.
When we commit to anti-racism, we’re not just addressing individual bias, we’re challenging the systems that exclude and creating a workplace culture where everyone can thrive. With government backing, anti-racism can move from being a ‘nice to have’ to a non-negotiable part of building fairer, more productive workplaces.
3. Putting intersectionality front and centre in policy reform
People don’t experience inequality through just one lens. Factors like race, gender, disability and sexuality intersect in complex ways, and without an intersectional approach, reforms risk overlooking the needs of the very people they aim to support.
DCA’s research on culturally and racially marginalised (CARM) women and culturally diverse LGBTIQ+ employees shows that people who belong to multiple marginalised groups often face compounded inequality, exposing them to increased discrimination and exclusion.
While many organisations are supportive of intersectionality in principle, few understand how to apply it in practice. The government has the opportunity to lead the way by embedding intersectionality into its policies and programs and by helping organisations understand how to do the same. Next month, DCA will release a new guide on intersectionality to support workplaces in understanding and integrating this important concept.
4. Speeding up progress on gender equality
Although the gender pay gap is narrowing, progress on workplace gender equality has been slow. We need stronger reforms to get us where we need to be.
Universal and affordable childcare, better paid parental leave, stronger protections against sexual harassment, and support for people impacted by domestic and family violence should be top priorities for the government.
We also need better data. Organisations need to be properly resourced and guided in collecting intersectional gender data, recognising that women’s experiences are shaped by more than just gender.
5. Making work more accessible for people with disability
Despite some progress, people with disability still face high unemployment rates and significant workplace exclusion.
DCA’s research with the Australian Disability Network found that employees with disability were twice as likely to experience discrimination and/or harassment, and close to a third don’t feel safe enough to share their disability status with their employer. DCA’s inclusive recruitment research also found that hiring practices often exclude people with disability, locking them out of employment altogether.
The government has a key role to play in driving systemic change by ensuring that disability inclusion is embedded in broader workforce policy and leadership development strategies. Importantly, it is critical these reforms are guided by the voices and expertise of people with disability.
Working together for a more inclusive future
As Australia enters a new chapter, advancing workplace inclusion must be a national priority. From reconciliation and anti-racism to intersectional policy reform, gender equality and disability inclusion, there are clear opportunities for government leadership that will benefit the entire workforce and ultimately, our nation.
DCA looks forward to working with the government and key stakeholders to ensure diversity, equity and inclusion are embedded in national reform. By acting on these priorities, we can help shape a fairer, resilient and productive future for all Australians.