The 2021-2022 [email protected] Index maps the state of inclusion in Australian organisations and provides the Australian business case for inclusion.
DCA acknowledges the Custodians of Country throughout Australia. We pay our respect to them, and to Elders past, present and emerging.
DCA supports the proper recognition of the unique status of Aboriginal and Torres Strait Islander peoples in our country’s history and of ensuring Aboriginal and Torres Strait Islander voices are central in any discussions around recognition and reconciliation.
Many organisations are committed to engaging with Aboriginal and/or Torres Strait Islander people and providing employment opportunities is a key part of this engagement.
But genuine inclusion is about more than simply creating employment opportunities.
Genuine inclusion must begin with reconciliation. There can be no genuine workplace inclusion while our First Nations Peoples are excluded from opportunities, and we as a nation do not address race relations, equality and equity, unity, institutional integrity, and historical acceptance.
It also requires creating an organisation that understands and respects Aboriginal and Torres Strait Islander cultures. Providing a safe and welcoming environment should be a critical part of any workplace’s diversity and inclusion strategy and planning.
Aboriginal and/or Torres Strait Islander people have experienced significant exclusion from Australian society for many years. Ending that exclusion is foundational to D&I.
A gendered look at the Gari Yala dataset.
DCA's Guide to Conducting a Diversity Survey - How to ask your employees about their diversity.
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.
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.
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.
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.
DCA has developed a new Words At Work campaign for workplaces to show how inclusive language can improve workplace culture and drive productivity.
Diversity Council Australia partnered with Reconciliation Australia and Lend Lease on new research called, Closing the Work Gap in Corporate Australia. The research involved conducting interviews with Indigenous thought leaders, and engagement and employment practitioners.
Sponsored by National Australia Bank, this landmark research project revealed the motivations and aspirations of Aboriginal Australians to provide valuable information to help build sustainable employment strategies for the future.
A case study on how ANZ elevated their focus on Aboriginal and Torres Strait Islander inclusion from theory to practice and implemented change that really works.
In the wake of the tragic killing of George Floyd in May 2020, Herbert Smith Freehills’ CEO and the broader leadership team began a deeper conversation with their people about improving ethnic diversity across the firm.
A national Indigenous recruitment service is successfully placing Aboriginal women into a typically male-dominated workforce through an intensive traineeship.
In response to the global push for racial justice in 2020, Diversity Council Australia studied the barriers facilitating racism in Australian workplaces and key anti-racism actions to address racism at work effectively.
As part of King & Wood Mallesons’ commitment to making a positive impact in the communities in which they live, work and operate, the firm has established three social mobility programs, Waiwa Mudena, the KWM First Nations Fellowship and the KWM School of Opportunity.
It’s time for Indigenous people to speak the truth about their workplace experience. And it’s time for workplaces to listen
A new report, out today, from the Jumbunna Institute of Indigenous Education and Research and DCA is speaking truth to Australian employers about the experience of Aboriginal and Torres Strait Islander staff.
Members of DCA’s External Advisory Panel share statements as Australia moves towards making the Voice to Parliament a reality.
We deconstruct the theme for NAIDOC 2022 into practical, actionable advice.
To mark National Reconciliation Week, DCA’s Simone Empacher Earl shares what the week means to her as a member of the Aboriginal and/or Torres Strait Islander community.
DCA will speak with elected Indigenous representatives and discuss what is Corporate Australia’s responsibility and where to next for Community.
Webcasts from past events
At this Indigenous Network, we will examine what truth-telling in the workplace looks like.
Organisations play an important role in supporting and creating cultural safety and belonging in the workplace for Aboriginal and Torres Strait Islander people.