It’s been over 100 years since the first IWD and we’ve come a long way in creating gender equality – but we still have a long way to go. In 2020, gender inequalities continue to limit the ability of both men and women to be respected and to contribute at work and at home.
Adopting a flexible approach to work will assist in attracting and retaining talent in a diverse workforce.
In this section, you will find the following resources to help you successfuly implement flexible working and other work-life initiatives.
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.
She’s Price(d)less is the third in a series of reports that uses econometric modelling applied to data from the Household, Income and Labour Dynamics in Australia (HILDA) Survey to unpack the factors that contribute to the gender pay gap.
DCA's Let’s Share the Care at Home and Work report, timed to coincide with Mother’s Day on 12 May 2019, is a call to action to end the gender pay gap by enabling women and men in Australian families to ‘share the care’ more equitably.
DCA's Guide to Conducting a Diversity Survey - How to ask your employees about their diversity.
The future of work demands flexibility in the way individuals, teams, and organisations work. This DCA guide draws on research to debunk some of the more common myths and inaccurate assumptions about workplace flexibility.
Future-Flex is a new way of thinking about workplace flexibility and is about more than just accommodating an individual’s needs – it is about re-designing work at a team or organisation level to maximise performance and wellbeing.
Through this project DCA aims to assist organisations by providing practical guidance for managers, teams, and individuals on how to mainstream workplace flexibility through team design.
Future-Flex is a new DCA initiative comprising evidence-based practical guidelines for HR and diversity practitioners and managers and team leaders, on how to implement and mainstream flexible work through job and work (re)design.
DCA have released a landmark research report titled Get Flexible: Mainstreaming Flexible Work in Australian Business.
Although not new, men and flexibility is currently a ‘hot’ topic driven by the increasing number of dual-earner families, intensified fathering expectations and growing recognition that flexible work can generate positive outcomes for men, women, families and organisations.
DCA's national, representative survey of Australian employees measuring employment conditions, diversity demographics, employee engagement and well-being, productivity, business effectiveness and workforce planning capacity.
The Unintended Consequences of Maternity Leaves: How Agency Interventions Mitigate the Negative Effects of Longer Legislated Maternity Leaves
New mums who keep in touch with their workplace while on maternity leave are more hireable and less likely to experience unconscious bias, research shows.
THINK FLEXIBLY, WORK FLEXIBLY: NAB Marrickville Business Banking Pilot work redesign and flexibility.
All eligible prospective parents are able to take 14 weeks of paid leave within the first 24 months of their child's life.
From March 2019, Deloitte Australia is offering 18 weeks paid leave to all new parents that can be taken over three years, broken up in a range of flexible ways to suit each family’s unique needs.
Woolworths' innovative approach to flexibility to reduce turnover for female staff.
QinetiQ boosts paid parental leave conditions and scraps qualifying period for primary care-givers.
Creating a workplace where employees can fully contribute is one way IAG brings to life for its employees its purpose – we make your world a safer place.
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 has today welcomed the Government’s announcement that childcare would be fully subsidised for essential workers.
The DCA team is working hard to continue to provide members with the services they've come to expect, with special resources and events on flex for COVID-19
Inclusion isn’t just a nice to have. There is a recognition that the principles of inclusion – respect, connection, progressing and contributing – are essential in responding to the immediate challenges, and planning for the future.
In the second of our ‘COVID Conversations’ with DCA members, Clare Harding from Deloitte Australia explains that prior investment in planning for the virtual office has paid off, equipping them with the necessary resources and mind-set to scale up as the crisis unfolded.
This International Women’s Day, DCA wants to challenge all gender inequalities, and the stubborn social norms that restrict all of us based on our gender.
Flexible working has arguably been mainstreamed during COVID-19 but what has the pandemic taught us about what works and what doesn't? Has working from home on mass resulted in improved performance and wellbeing? Discover how organisations are honing their approaches to flexible working.
We know that organisations need to cultivate an inclusive workplace in order to experience the benefits of diversity. But just how important is inclusive leadership? We investigate the mindsets of an inclusive leader and how organisations and leaders can build their capabilities.
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.
What makes a mentally healthy workplace in 2021? Our new Mental Health Network explores what it takes for workplaces to be mentally healthy and what leading practice organisations are doing in this area.
COVID-19 has had a severe effect on workplace opportunities for many but for younger and older people in particular. At this event, we will investigate the impacts and consider how workplaces can ensure they attract and retain talent across all ages.
What are the experiences of Australian workers when it comes to inclusion? DCA will launch the third Inclusion at Work Index which maps and tracks inclusion in Australian workplaces.
Webcasts from past events
Post COVID-19, many workplaces are thinking about how they are going to organise and structure their work practices moving forward. Not since post war time have organisations had such an opportunity to revolutionise the way workplaces conduct their business.
As many of us are now working from home, staying connected and productive can be a challenge if you have caring responsibilities.