Happy International Women’s Day 2022

March 8 is International Women’s Day. The theme this year is “Gender equality today for a sustainable tomorrow”.

International Women’s Day is an important milestone for women, and the allies who accompany them in the march toward gender equality.

Continued focus on women’s empowerment and equality, and their elevation to leadership, is a necessary part of finding solutions for our collective future.

To support this ongoing mission, and mark this important day, here are some key DCA resources to support you in creating more gender equal workplaces.

Happy reading, and happy International Women’s Day.

In 2020 Do We Still Need Workplace Gender Equality?

It’s been over 100 years since the first IWD and we’ve come a long way in creating gender equality – but we still have a long way to go. This resource was designed to help DCA members understand how gender inequalities continue to limit the ability of both men and women to be respected and to contribute at work and at home.

Use this resource to: Start a conversation about why gender equality is good for everyone.

Read In 2020, Do We Still Really Need Workplace Gender Equality?

She’s Price(d)less 

She’s Price(d)less is the third in a series of reports that uses econometric modelling applied to data from the Household, Income and Labour Dynamics in Australia (HILDA) Survey to unpack the factors that contribute to the gender pay gap.

The report shows that deeply entrenched gender stereotypes about the roles men and women play in paid work and caring continue to be the driving force behind the gender pay gap. The report found that:

  • Gender discrimination continues to be the biggest contributing factor to the pay gap, accounting for almost two-fifths (39%) of the gender pay gap,
  • The combined impact of years not working due to interruptions, part-time employment and unpaid work contributed to 39% of the gender pay gap.
  • Occupational and industrial segregation continue to be significant contributors to the gender pay gap at 17%.

Use this resource to: Understand the drivers of the gender pay gap to help design interventions to close the gap.

Read She’s Price(d)less 


Gari Yala (Speak the Truth) Gendered Insights 

The Gari Yala project documented the workplace experiences and recommendations of over 1,000 Aboriginal and Torres Strait Islander workers. This follow-up report analyses the original survey results by gender.

The findings reveal that Indigenous women who are carers are experiencing ‘triple jeopardy’ – that is, the combination of these three aspects of their identity are amplifying their experiences of discrimination and exclusion at work. These Indigenous women with caring responsibilities are:

  • More likely to carry extra expectations to make their workplace culturally sensitive and engaged, and
  • Less supported when they encounter racism and unfair treatment.
  • More likely to feel unsafe in the workplace

Use this resource to: Get insights into how employers can support Aboriginal and/or Torres Strait Islander women in their workplaces.

Read Gari Yala (Speak the Truth) Gendered Insights


Let’s Share the Care 

Women’s disproportionate share of unpaid care and domestic work, lack of workplace flexibility and time out of the workforce are key contributors to the gender pay gap.

Use this resource to: address a significant driver of the gender pay gap by enabling women and men in Australian families to ‘share the care’ more equitably.

Read Let’s Share the Care


Myth Busting Domestic & Family Violence at Work 

Domestic and family violence is a critical issue in the workplace. If an employee is living with, or using, domestic and family violence, it will have an impact on the workplace through absenteeism, presenteeism and the costs of replacement hiring. Not to mention the personal impacts on those people living with family and domestic violence.

But we know from our conversations with Australian businesses, that there can still be a reluctance on the part of some organisations to address an issue that for so long was seen as something purely in the domain of the home. This resource uses evidence to tackle some common myths about domestic and family violence.

Use this resource to: Access tools and resources to become a leader in prevention of family and domestic violence.

Read: Myth Busting Domestic & Family Violence at Work


Myth Busting Sexual Harassment at Work 

According to the Australian Human Rights Commission, 23% of women and 16% of men have experienced sexual harassment at work in Australia.

Yet sexual harassment has been unlawful in Australian workplaces since 1984 and so for well over three decades, employers have invested in policies, awareness raising, and training. But it remains as prevalent as ever.

Use this resource to: Challenge the common misconceptions about sexual harassment, and take action to stand up for safety and respect at work.

Read Myth Busting Sexual Harassment at Work.


Cracking the Glass-Cultural Ceiling

Although organisations are increasingly investing in building culturally diverse and gender balanced leadership profiles, culturally diverse women are notably under-represented in leadership ranks.

This research comprised an extensive review of international and national research; an on-line survey of 366 female leaders and aspiring leaders from a diversity of backgrounds; four Think Tanks with 54 culturally diverse female leaders and emerging leaders; and 15 individual interviews with culturally diverse women who were in high-profile, very senior roles.

Use this research to: Understand the barriers locking culturally diverse women out of leadership, and what your organisation can do to unlock this talent.

ReadCracking the Glass-Cultural Ceiling