Today’s workforce is comprised of people from numerous cultural, ethnic, religious, and national backgrounds and identities. Increasingly, organisations are recognising the value of cultural diversity, cultural capability, and global workforce experience.
Organisations that are culturally diverse and inclusive can broaden their strategic perspective, identify and enter new local and global markets, innovate, achieve business goals in culturally diverse business settings, and generate high performing multi-national and multicultural teams.
In this section you will find information about key definitions and the state of play for cultural diversity in Australia, the business case for cultural diversity and inclusion, some leading practices for creating culturally diverse and inclusive workplaces, case studies, and additional resources and reading on cultural diversity.
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DCA’s submission in response to Consultation Paper: Australian Public Service Culturally and Linguistically Diverse (CALD) Employment Strategy.
Discover how Future Group, DCA 2023-2024 Inclusive Employer, began their D&I journey and how staff-led groups, private groups and mentors have contributed to key inclusion initiatives.
DCA provided a submission to the Department of Social Services to support a strong and diverse community sector, including funding for organisations that support specific disadvantaged and marginalised communities.
DCA has provided a submission on the review of the skills assessment process for workers seeking entry into Australia.
Arup and UTS are two of the organisations participating in the pilot of the RISE project with the aim to support culturally and racially marginalised women to reach leadership positions.
An expert panel will guide the four-year RISE project on CARM women in leadership being run by DCA.