This project is a response to the heightened global conversation about ‘race’ and racism that unfolded in 2020, and the resultant calls for organisations to do better when it comes to confronting and addressing racism.
Today's workforce is comprised of people from numerous cultural, ethnic, religious, and national backgrounds and identities.
Increasingly, organisations are recognising the value of cultural diversity, cultural capability, and global workforce experience. Organisations that are culturally diverse and inclusive can broaden their 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.
Yet, culturally diverse talent are underrepresented in leadership ranks in Australia relative to their representation in the wider community and can face numerous bariers to career progression. 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 key definitions and the state of play for cultural diversity in Australia, the business case for cultural diversity and inclusion, some leading practices for creating culturally diverse and inclusive workplaces, case studies, and additional resources and reading on cultural diversity.
This research from DCA and the University of Sydney Business School has developed a standardised approach for defining, measuring, and reporting on workforce cultural diversity in a respectful, accurate and inclusive way.
DCA's Guide to Conducting a Diversity Survey - How to ask your employees about their diversity.
Pride in Diversity and DCA joined forces on this project as their respective research on LGBTQ workplace inclusion had revealed that culturally diverse LGBTQ workers had unique workplace experiences that warranted deeper investigation.
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.
This practical guide is designed to assist Australian business map the cultural diversity of their workforce.
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 [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.
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.
The 2019 Islamophobia in Australia report suggests that hate incidents are not just a problem for Muslims, but will need national engagement if Australia is to maintain social cohesion and live up to its multicultural legacy.
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.
How refugee inclusion allowed IKEA Australia to better serve their market, create a values-driven culture
Deep dive into how refugee inclusion allowed IKEA Australia to better serve their market, lead on sustainability and create a values-driven culture.
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.
NAB’s African Australian Inclusion Program provides six months of work experience, to help people find meaningful employment.
Just asking ‘where are you from…?’ is not the best way to understand Australia’s rich cultural diversity, report finds
A new report, out today, from DCA and the University of Sydney Business School has found that Australian organisations are missing out on important business opportunities by failing to effectively measure the degree and breadth of culturally diverse talent.
DCA joined 30 other high profile community organisations asking the Prime Minister and the Leader of the Opposition to work together to tackle racism.
Diversity Council Australia (DCA) and Pride in Diversity have today released a joint report into the workplace inclusion experiences of culturally diverse LGBTQ workers.
Australian businesses have an opportunity to measure and report on cultural diversity more meaningfully to reflect the sentiment shared by ethnically diverse communities and better inform how governments, employers, and services represent and respond to people’s diverse needs.
Why it is important to consider the role of the corporate sector in creating inclusive opportunities for welcoming and settling refugees.
In not naming racism, particularly at work, many Australians continue to endure it from organisations and individuals in their daily working lives.
Webcasts from past events
If you participated in the [email protected] DCA Member Index this webinar will provide guidance on how you can best use and understand your datasets.
Australia has much to learn from Aboriginal and Torres Strait Islander cultures, and workplaces are no exception. At this event we will explore personal experiences of Aboriginal and Torres Strait Islander culture and truths from both a historical and modern perspective and how these untold truths can become barriers for Aboriginal and Torres Strait Islander people within the workplace.