Each Federal Election, Diversity Council Australia writes to both major parties to ask them to respond to a series of questions, based on DCA’s research, about where they stand on key issues of diversity and inclusion affecting Australian workplaces.
DCA recently welcomed their newest member. Meet them here ...
A look at AI - and its risk/rewards - in recruitment.
By participating in DCA’s Inclusive Employer Index, RAM was able to make D&I more structured and scalable. Read more.
DCA supports religious discrimination protections consistent with other anti-discrimination laws and will continue to proactively work with employers to create workplaces where someone's faith (or no faith) is respected and afforded the same dignity as other identity attributes.
DCA has made a submission in response to the Inquiry into the Religious Discrimination Bill 2021 and related bills.
Diversity Council Australia’s new research shows that inclusion may be exactly what Australia needs to safeguard our economy, our national prosperity, and indeed our ability to thrive in the challenging times ahead.
Some people have gone so far as to suggest that workplace policies that ask people to be vaccinated before they return to the office are a form of discrimination against the unvaccinated. And it’s this claim that I think we need to address, and to explain why this is not the case.
In the wake of the tragic killing of George Floyd in May 2020, Herbert Smith Freehills’ CEO and the broader leadership team began a deeper conversation with their people about improving ethnic diversity across the firm.
CommBank’s age and life stage employee network – called AdvantAge.
Political unrest in the US, compounded by the raging pandemic, has ensured that 2021’s coverage has been plagued by many of the same words that dominated headlines last year: Protest. Tribalism. Fear.
According to DCA's CEO, Lisa Annese, we need to measure class, so we can understand how class impacts our experiences of work and why. And we need to ensure that organisational initiatives reach and positively impact people from all classes.
NAB’s African Australian Inclusion Program provides six months of work experience, to help people find meaningful employment.
DCA CEO Lisa Annese, spoke with Chris Varney, founder and CEO of the I CAN Network – an organisation that empowers people on the Autism spectrum – to better understand neurodiversity and get his unique perspectives as a leader with autism successfully employing 38 employees with autism.
Inclusion isn’t just a nice to have. There is a recognition that the principles of inclusion – respect, connection, progressing and contributing – are essential in responding to the immediate challenges, and planning for the future.
In the second of our ‘COVID Conversations’ with DCA members, Clare Harding from Deloitte Australia explains that prior investment in planning for the virtual office has paid off, equipping them with the necessary resources and mind-set to scale up as the crisis unfolded.
As coronavirus panic sparks increased racism DCA CEO Lisa Annese reminds us of the unity, kindness, and respect needed to endure this human crisis.
DCA strongly supports individuals being protected from discrimination and harassment because of their religious belief and we proactively support our members in creating workplaces where religious belief is afforded the same dignity and respect as other attributes of a person’s identity.
DCA submission urges that questions about sexual orientation, gender identity and intersex status be asked in the 2021 Census
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