What is the connection between D&I and compliance?
In many cases, your organisation’s obligations under legislation and other industry standards will overlap with your work on diversity and inclusion (D&I).
For instance, the Workplace Gender Equality Act 2012 requires certain organisations with 100 or more employees to report annually on gender equality, while those with 500 or more employees must have policies addressing key Gender Equality Indicators. Similarly, ASX-listed entities must disclose a diversity policy and set measurable objectives for gender diversity, or explain why they do not.
Complying with legislative requirements around anti-discrimination requires organisations to actively improve diversity and inclusion in addition to preventing discrimination, particularly where a positive duty has been established.
Compliance is an important part of corporate governance and ensuring that your organisation and employees act lawfully.
Why go beyond compliance?
D&I initiatives should go beyond legal obligations or compliance “check box” exercises. To fully realise the benefits of D&I, organisations need to embed D&I action across the business. Shifting from compliance to a culture of inclusion requires a growth mindset from leaders, but enables real and lasting change (see Inclusive leadership; Change at Work).
We suggest that organisations use their compliance obligations as valuable context for their D&I initiatives, to frame and guide – rather than limit – their D&I action.
Please note: DCA’s research is provided for general information purposes only and does not constitute professional or legal advice.
For more information on specific aspects of compliance, visit the topic pages below.