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 Inclusion@Work Index surveyed a nationally representative sample of 3,000 Australian workers to find out.
Employing people with disability is not just about “doing the right thing”; it makes good business sense, economically as well as in terms of corporate reputation.
DCA's Guide to Conducting a Diversity Survey - How to ask your employees about their diversity.
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.
DCA has developed a new Words At Work campaign for workplaces to show how inclusive language can improve workplace culture and drive productivity.
GradAccess is a centralised recruitment stream for people with disability into Australian Public Service (APS) graduate programs.
The 2017 – 2018 AAP lays out NAB’s commitments to its customers, people and community, and was created in consultation with community groups such as the Australian Network on Disability.
Ground-breaking research reveals support for inclusion in workplaces is up among one of the most resistant groups
DCA's 2019-2020 Inclusion@Work Index shows that support for diversity and inclusion (D&I) is up among men – traditionally the group least likely to strongly support, and one of the groups most likely to oppose such initiatives.
The 2019 Diversity Council Australia and MLC Life Insurance Debate will ask: Is backlash good for diversity and inclusion?
The Hon. Michael Kirby AC CMG delivers Diversity Council Australia’s third Anna McPhee Memorial Oration on Diversity and Inclusion, sponsored by Telstra.
DCA CEO Lisa Annese, spoke with Chris Varney, founder and CEO of the I CAN Network – an organisation that empowers people on the Autism spectrum – to better understand neurodiversity and get his unique perspectives as a leader with autism successfully employing 38 employees with autism.
DCA has made a submission to the Royal Commission into Violence, Abuse, Neglect and Exploitation of People with Disability.
DCA strongly supports individuals being protected from discrimination and harassment because of their religious belief and we proactively support our members in creating workplaces where religious belief is afforded the same dignity and respect as other attributes of a person’s identity.
COVID-19 underlined the benefits of flexible working and brought hope to many people with disability that workplaces could be more accessible for them. We hear how organisations are drawing on the experiences of the pandemic to build more accessible and inclusive workplaces.
Webcasts from past events
Adopting an intersectional approach to gender equality helps us understand how other diversity dimensions can overlap with gender to compound disadvantage and discrimination.
This Diversity Leadership Program event explored the future of accessibility at work.