DCA's Let’s Share the Care at Home and Work report, timed to coincide with Mother’s Day on 12 May 2019, is a call to action to end the gender pay gap by enabling women and men in Australian families to ‘share the care’ more equitably.
DCA works in partnership with members to generate ground breaking diversity research that enables Australian organisations to fully leverage the benefits of a diverse talent pool.
Only DCA members can access the research reports in full. Summary information only is available to the general public.
- DCA research is ahead of the curve. It establishes leading diversity thinking and practice, enabling Australian organisations to re-imagine and reconfigure the way they manage talent in today’s dynamic operating environments.
- DCA research drives business improvement. It is high impact, driving business improvement through providing evidence-based guidance on how to fully leverage the benefits of a diverse talent pool.
- DCA research is practice focused. It responds to the information needs of industry leaders and the people they employ.
- DCA research speaks to the Australian context. DCA projects generate leading diversity thinking and practice that speaks to Australia’s unique and distinctive institutional, cultural and legal frameworks.
- DCA research considers all diversity dimensions. The full spectrum of diversity dimensions are investigated including age, caring responsibilities, cultural background and identity, disability, Indigeneity, sexual orientation, and work organisation.
To view DCA's flagship research projects underway or completed, see below:
This practical guide is designed to assist Australian business map the cultural diversity of their workforce.
Using evidence to debunk myths and assumptions around sexual harassment in the workplace.
In conjunction with RMIT University, DCA presents the evidence about what it means for LGBTIQ+ employees to be out at work and guidelines as to what organisations can do to make everyone feel included.
The future of work demands flexibility in the way individuals, teams, and organisations work. This DCA guide draws on research to debunk some of the more common myths and inaccurate assumptions about workplace flexibility.
DCA's latest report explores why so few culturally diverse females reach top leadership positions in Australia and what organisations can do to better recognise the skill and ambition of culturally diverse female talent.
There is heightened interest in engaging men in the gender equality process. Drawing on the latest evidence and experience, this landmark report offers a set of recommendations for how organisations can engage men effectively to achieve gender equality at work.
The DCA-Suncorp Inclusion@Work Index 2017-2018 is a landmark study, providing the first-ever national benchmarks for Australian workplaces in regards to the age, cultural background, disability status, gender, Indigenous background, religion, sexual orientation and gender identity of workers.
In this landmark research, Diversity Council Australia and Deakin University, with the financial support of CPA Australia, tracked the extent of cultural diversity among women in leadership in ASX companies from 2004 to 2015.
In ground breaking research, DCA has generated the first ever National Scorecard of Australia’s Workforce Asia Capability.
DCA has developed a new Words At Work campaign for workplaces to show how inclusive language can improve workplace culture and drive productivity.
DCA’s new study, Building Inclusion: An Evidence-Based Model of Inclusive Leadership sheds valuable light on the need for inclusive leadership and what it takes build more inclusive leaders.
Future-Flex is a new DCA initiative comprising evidence-based practical guidelines for HR and diversity practitioners and managers and team leaders, on how to implement and mainstream flexible work through job and work (re)design.
Recent public debate reveals widespread lack of community understanding about pay equity – what it is, why it exists, and what can be done to address it – as well as a tendency to minimise or explain away the gender pay gap in Australia through reference to ‘women’s choices.’