In 1985, some of Australia’s top business leaders came together to form the Council for Equal Opportunity in Employment — a bold, self-driven initiative to advance equal opportunity in the workplace.
Those organisations were: AMP, ANZ, AXA XL, BHP, Boral, Coles Group, IBM Australia, Myer, Orica, Rio Tinto and Westpac Group.
They believed business could lead cultural change, not wait for it to be legislated. That council became DCA. Today, we carry that legacy forward — championing diversity, equity and inclusion across many dimensions of diversity and inclusion (D&I.
As part of 40th Anniversary celebrations, we asked leaders from our Founding Member organisations to share what drives their D&I efforts, why it remains a business imperative, and the value and benefits of a DCA membership.
We have compiled the insights, reflections and insights shared by some of these organisation here.
We invite you to explore their stories by clicking on one of the images below.
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.
Geraldine Slattery (she/her), President Australia, BHP
On BHP’s commitment to D&I over the years:
“Our commitment to diversity and inclusion is anchored in a belief that achieving a truly diverse workforce is key to our success. It’s a commitment that’s been brought to life through our stated ambition to create gender balance, which was born in 2016, when women accounted for just 16 per cent of our workforce. Fast-forward to 2025 and women now comprise 40 percent of our global employee workforce. Over the years, it has taken courage and conviction, but the results speak for themselves. We are a better BHP, a safer, more productive and more reliable business.”
On why fostering inclusive workplaces is a strategic imperative:
“Inclusion is not just about targets, but unlocking the full potential of every individual, which in turn drives performance, adaptability and resilience. Achieving a workplace where everyone can succeed is something we should all be agitating for and, in our view, has become essential to thriving in a competitive global market. Inclusive workplaces empower people to share ideas, challenge assumptions, and innovate without fear, ultimately leading to better business outcomes. The competition to attract the best and brightest talent is also fierce, and we know being open-minded is critical to hiring, retaining and motivating top performers.”
On the value of DCA membership:
“At BHP, we’re proud to be part of the DCA story since the beginning. As a Founding Member, for four decades, we’ve gained invaluable access to a network of experts and organisations dedicated to advancing diversity, equity and inclusion, and shaping the national agenda. Being part of this community has been instrumental in helping inform and forge our own practices and progress.”
Vik Bansal (he/him), CEO and Managing Director, Boral
On Boral's commitment to D&I over the years:
We know our leadership in building an open and inclusive workplace, built on a foundation of our values. Our Values of Safety, Teamwork, Ambition, Accountability and Respect guide us in how we work with each other, our customers, suppliers and all stakeholders.
As the leading, vertically-integrated construction materials company in Australia, Boral has long realised its responsibility in creating an inclusive and safe workplace for all, particularly given the traditional nature of the construction industry.
On why fostering inclusive workplaces is a strategic imperative:
Diversity and inclusivity is not a bolt-on or nice to have. Diversity in all forms has been shown to contribute to better decision-making and outcomes for all stakeholders.
I believe people who feel included, felt heard and respected are more engaged in their work and better enabled to reach their full potential.
It’s why we’ve invested in programs to expand female participation in leadership and historically male-dominated roles, undertaken targeted recruitment to engage women and completed cross-cultural awareness training with our teams. We have increased our female and Indigenous representation in our workforce but as always, we still have a way to go.
On the value of DCA membership:
As a Founding Member we’ve benefited from the DCA network of experts, along with the resources and research to help shape, challenge and broaden our thinking about what more we can do. It’s informed our practices and initiatives and helped us to continue to build a workplace that better reflects the communities in which we operate.
Leah Weckert (she/her), Chief Executive, Coles Group
On Coles’ commitment to D&I over the years:
“At Coles, we’re part of almost every community in Australia. With that scale comes a responsibility to champion diversity and inclusion. We know that when our team reflects a wide range of backgrounds, experiences and perspectives, we’re not only reflecting the communities in which we live and work but we spark fresh ideas as a business, build stronger connections, and foster deeper understanding and empathy.
With a workforce of more than 115,000 team members, diversity and inclusion are embedded into the way we lead, operate and engage our people. We have made good progress against and are achieving the goals we set for ourselves. More than a quarter of our team identify as culturally diverse. Women now make up more than 42.5% of our leadership roles. 7.5% of our team members identify as having a disability, 8.5% as part of the LGBTIQI+ community, and 3.6% as Aboriginal and/or Torres Strait Islander.”
On why fostering inclusive workplaces is a strategic imperative:
“Creating an inclusive workplace is important for any business. We want our team members to come to work feeling valued and empowered to make their best contribution. When people feel this way, it strengthens relationships with our customers, with each other as a team, and with our wider community and customers. At Coles, prioritising inclusion helps build a dynamic culture that draws in and retains diverse talent, deepens team engagement, and helps us create more meaningful customer experiences. Ultimately, this all supports strong business performance.”
On the value of DCA membership:
“Coles has seen firsthand the value your evidence-based research and resources have helped guide our commitment to diversity and inclusion. This has allowed us to challenge our thinking and ensure our D&I initiatives evolve with the changing needs of the wider community and our business. Connecting with like-minded businesses dedicated to advancing inclusion helps Coles remain at the forefront of best practice and emerging trends to drive meaningful and sustainable change.”
Nick Flood (he/him), Managing Director, IBM Australia & New Zealand
On IBM Australia’s commitment to D&I over the years:
“IBM is immensely proud to have been a Founding Member of Diversity Council Australia. We remain committed to helping build a fairer, more equitable Australia today and into the future.
IBM has long prioritised inclusion within the company, and we as an organisation are stronger when we have diverse views and outlooks.
We run a number of events and initiatives to ensure inclusion is at the forefront of IBM including, our Women + AI initiative, an events and education program designed to empower and ensure women have access to the latest understandings and technology across AI.
IBM has also made its SkillsBuild platform available through non-profit social enterprise Specialisterne Australia.
This will provide more than 200 neurodivergent jobseekers with access to essential technical skills training and professional development to help with job opportunities in the technology space.
We also have a partnership with Soldier On Australia and since 2020, over 1500 veterans and their families have utilised IBM SkillsBuild’s free online learning platform designed for upskilling and reskilling into new careers to help them on their career journeys.”
On why fostering inclusive workplaces is a strategic imperative:
“Fostering an inclusive workplace is critical to the overall success of the business.
We’re often asked to solve our clients’ hardest problems—problems too complex and multifaceted to be meaningfully solved alone.
We rely on the strength of our teams, bringing their different skills, viewpoints and experiences, in order to solve these complex problems and generate value for our clients.”
On the value of DCA membership:
“IBMers have access to DCA’s research and resources including the D&I calendar, research and DCA events.
This in turn helps create the ability for people to take action and create meaningful change as they are empowered with the great resources that DCA offers.”
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 partnerships, including your partnership with DCA:
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).