Coming soon | New Research available 20 October 2022
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 grounded in the contributions of people with lived experience. DCA projects use expert panels, focus groups, think tanks and surveys to make people with lived experience central to the project findings.
- 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 and religious diversity, disability, Indigeneity, sexual orientation, and work organisation.
To view DCA's flagship research projects underway or completed, see below:
She’s Price(d)less is the fourth 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 research draws on the findings of DCA’s [email protected] Index 2021-2022 to explore the link between inclusion and mental health.
This project is a response to the heightened global conversation about ‘race’ and racism that unfolded in 2020, and the resultant calls for organisations to do better when it comes to confronting and addressing racism.
DCA, in partnership with Monash University, is undertaking a series of ground-breaking studies exploring the impact of unconscious bias on recruitment and selection decisions that are based on the use of artificial intelligence.
A gendered look at the Gari Yala dataset.
A special edition report of DCA’s [email protected] Index 2021-2022 titled Mapping the State of Flex in the Australian Workforce highlights a positive link between flexible work and workplace inclusion and shows that the stigma around care, gender and flexible work continues.
This research from DCA and the University of Sydney Business School has developed a standardised approach for defining, measuring, and reporting on workforce cultural diversity in a respectful, accurate and inclusive way.
DCA's Guide to Conducting a Diversity Survey - How to ask your employees about their diversity.
This resource uses evidence to tackle some common myths about domestic and family violence, and provides tools and resources for Australian organisations to become leaders in prevention.
Gari Yala (Speak the Truth): Centreing the experiences of Aboriginal and/or Torres Strait Islander Australians at work
New research from the Jumbunna Institute of Indigenous Education and Research and Diversity Council Australia is speaking truth to Australian employers about the experience of Aboriginal and Torres Strait Islander staff.
New research from Diversity Council Australia (DCA), has found strong evidence that people from self-identified lower classes experience more exclusion, discrimination and harassment at work than people from higher classes.
Pride in Diversity and DCA joined forces on this project as their respective research on LGBTQ workplace inclusion had revealed that culturally diverse LGBTQ workers had unique workplace experiences that warranted deeper investigation.
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. In 2020, gender inequalities continue to limit the ability of both men and women to be respected and to contribute at work and at home.
How inclusive are Australian workplaces for a diversity of employees, and how has this changed over time? What impact does inclusion have on performance and wellbeing? The 2019-2020 [email protected] Index surveyed a nationally representative sample of 3,000 Australian workers to find out.
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.
This resource provides guidance to Australian workplaces about how to deal with a range of common faith-related queries, and also to provide workplaces with principles to help balance issues where conflicting rights might intersect.
For well over thirty years, initiatives designed to improve diversity and inclusion (D&I) have been a priority for organisations – but are the plethora of D&I initiatives actually creating the organisational change they aspire to?
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.
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 [email protected] 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.
Future-Flex is a new way of thinking about workplace flexibility and is about more than just accommodating an individual’s needs – it is about re-designing work at a team or organisation level to maximise performance and wellbeing.
Through this project DCA aims to assist organisations by providing practical guidance for managers, teams, and individuals on how to mainstream workplace flexibility through team design.
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.’
People from Asian backgrounds are well represented in entry level and mid-level jobs in Australian business, yet they are significantly under-represented in leadership roles, representing an enormous waste of talent, according to DCA's research launched August 2014.