CURRENT RESEARCH UNDERWAY: Help us understand the experiences of culturally diverse LGBTIQ+ people at work. Survey closes 2 October 2019.
Today's workforce comprises of people from all manner of cultural, ethnic, religious and national backgrounds and identities.
Cultural diversity, cultural capability, and global experience in senior executive ranks are increasingly being recognised as valuable, sought after assets. A culturally diverse and capable leadership team can assist an organisation to broaden its 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.
DCA defines cultural diversity as:
The variation between people in terms of how they identify on a range of dimensions including ancestry, ethnicity, ethno-religiosity, language, national origin, race, and/or religion.
Employers can do a lot to make the most of the talents of a culturally diverse workforce.
In this section you will find information about:
For well over thirty years, initiatives designed to improve diversity and inclusion (D&I) have been a priority for organisations – but are the plethora of D&I initiatives actually creating the organisational change they aspire to?
DCA's latest report explores why so few culturally diverse females reach top leadership positions in Australia and what organisations can do to better recognise the skill and ambition of culturally diverse female talent.
The DCA-Suncorp Inclusion@Work 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.
In this landmark research, Diversity Council Australia and Deakin University, with the financial support of CPA Australia, tracked the extent of cultural diversity among women in leadership in ASX companies from 2004 to 2015.
In ground breaking research, DCA has generated the first ever National Scorecard of Australia’s Workforce Asia Capability.
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 Deakin University on Australian first research to investigate cultural diversity in ASX Boards over the past decade.
In an Australian first, DCA's new research called Capitalising on Culture: A Study of the Cultural Origins of ASX 200 Business Leaders and released on 23 October 2013, reveals the cultural origins of board members and senior executives in our major listed companies.
People from Asian backgrounds are well represented in entry level and mid-level jobs in Australian business, yet they are significantly under-represented in leadership roles, representing an enormous waste of talent, according to DCA's research launched August 2014.
Capitalising on Culture showed an encouraging depth and breadth of cultural and linguistic diversity at the most senior levels and in the leadership pipeline, but also revealed a need to capitalise more on talent who possess a non-English speaking cultural identity.
Stronger Together: the impact of family separation on refugees and humanitarian migrants in Australia
This report from Oxfam Australia looks at the long-term economic benefits Australia stands to gain by increasing the intake of refugees.
This report explores the economic and social imperative for better utilisation of skills and experience of migrants and refugees in Queensland, what is getting in our way, and how we might move forward to reap the benefits.
Why do men born in the USA, UK or Canada have a greater chance of becoming an Australian CEO than those who are locally born?
This report presents a qualitative study of the cultural diversity of Australian boardrooms.
This report from McKinsey research reinforces the link between diversity and company financial performance—and suggests how organizations can craft better inclusion strategies for a competitive edge.
Intersectionality Matters: Guide to engaging immigrant and refugee communities to prevent violence against women
The Intersectionality Matters Guide aims to help people and organisations develop violence prevention approaches, strategies and activities in a way that meaningfully engages immigrant and refugee communities.
DCA has today released a new resource to help workplaces move away from simply ‘accommodating’ the needs of their multi-faith employees, towards making workplaces inclusive for everyone in Australia’s increasingly religiously diverse workplaces.
DCA with Deloitte and Google have released a new report which sets out an innovative framework to make diversity and inclusion change that works.
While DCA strongly supports protections against discrimination on the basis of faith, this submission argues that proposed new laws would be problematic for business.
DCA CEO Lisa Annese reflects on our multi-faith guidelines
The ongoing Israel Folau debate shows how powerful language is, especially at work.
Is backlash good for diversity and inclusion? This is the question moderator Tony Jones will be posing at this year's DCA & MLC LIfe Insurance Annual Diversity Debate.
Webcasts from past events
At this Diversity Leadership Program, we looked at DCA’s new Counting Culture guide to show how organisations can map the cultural diversity of its workforce .
How effective are D&I initiatives in achieving change? We found out at the launch of Change At Work.