Events with a significant impact on Australian business, such as the COVID-19 outbreak have highlighted the need for organisations to pivot to flexible work at short notice whilst still achieving business goals.
However, it is important for organisations to consider inclusion as a key aspect of their work practice, whether working from an office, a site or remotely.
Please note: The following resources are regularly updated and new information may be added from time to time.
As we prepare to mark Equal Pay Day on 28 August, Diversity Council Australia (DCA) is calling for a renewed focus on the gender pay gap as COVID-19 exacerbates inequalities for women.
Research released today from the DCA-Suncorp Inclusion@Work Index has shown flexible work fuels performance and improves employee wellbeing and will be critical in ensuring an inclusive recovery post COVID-19.
Diversity Council Australia’s new research shows that inclusion may be exactly what Australia needs to safeguard our economy, our national prosperity, and indeed our ability to thrive in the challenging times ahead.
As workplaces become more inclusive and family-friendly, there is still a very large group of people who remain unseen.
Some people have gone so far as to suggest that workplace policies that ask people to be vaccinated before they return to the office are a form of discrimination against the unvaccinated. And it’s this claim that I think we need to address, and to explain why this is not the case.
Webcasts from past events
As we return to COVID-normal, are we in danger of creating a two-class system where those who return to face-to-face work leave behind those who continue to work virtually?
There are over seven million families in Australia, and they come in all shapes and sizes such as couples with and without children, including same-sex couples, couples with dependants, single mothers or fathers with children, divorced/blended families, relatives who take on caring duties such as aunts, uncles, grandparents and siblings living together.