- Supporting an inclusive workplace in difficult times
- What is Diversity, Inclusion & Intersectionality?
- Get Your Baseline D&I Data
- Business case for D&I
- Write/Update your D&I Policy
- Getting Strategic with D&I
- Example D&I policies, strategies & plans
- Inclusive Leadership
- Communicating D&I
- Inclusive Recruitment
- Inclusive Language
- D&I Councils
- D&I Champions
- ERGs, Networks & Affinity Groups
- Supplier Diversity
- D&I Days & Dates
- Inclusive Bathrooms
Diversity and inclusion make good business sense because they deliver a range of positive organisational, team and individual outcomes. A diverse and inclusive workplace is clearly linked to improved profit and performance, innovation, creativity, talent management, engagement and wellbeing. Employers also have legal obligations and responsibilities not to discriminate against employees and to take ‘all reasonable steps’ to prevent discrimination, harassment, victimisation or bullying.
Every two years, Diversity Council Australia undertakes a national study tracking the state of inclusion in the Australian workforce. That study, the DCA Inclusion@Work Index, sets out a strong business case for inclusion and the benefits it has on the performance and well-being of all employees.
DCA’s forthcoming Inclusion@Work Index 2023-2024 shows that:
There is strong support for inclusion
- 3 out of 4 Australian workers support or strongly support their organisation taking action to create a workplace that is diverse and inclusive.
Inclusion is Good for Wellbeing
Workplace inclusion significantly increases employee wellbeing. For example, workers in inclusive teams are:
- 10 times more likely to be very satisfied than workers in non-inclusive teams
- 4 times more likely to feel work has a positive impact on their mental health
- 3 times less likely to leave their organisation
- 5 times more likely to have been given feedback they found useful
Inclusion is Good for Performance
The Inclusion@Work Index consistently shows a strong link between inclusion at work and team performance. For example, inclusive teams are:
- 5 times more likely to be innovative than non-inclusive teams
- 5 times more likely to work effectively together
- 4 times more likely to provide excellent customer service
- 5 times more likely to have members willing work extra hard to help their team succeed.
Inclusion Minimises Risk
For employees, experiencing discrimination and harassment can harm their wellbeing and impact their performance. For organisations, it risks costly lawsuits and loss of organisational reputation.
The good news is that workplaces that are inclusive have much lower rates of discrimination and harassment. Specifically, workers:
- in inclusive teams are 5 times less likely to experience discrimination and/or harassment at work compared to those in non-inclusive teams
- with inclusive managers are 4.5 times less likely to experience discrimination and/or harassment compared to those with non-inclusive managers
- in inclusive organisations are 4 times less likely to experience discrimination and/or harassment compared to those in non-inclusive organisations