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.
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.
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 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.
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 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.
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.
The 2019 Diversity Council Australia and MLC Life Insurance Debate will ask: Is backlash good for diversity and inclusion?
An new report released today by KPMG Australia found that gender discrimination continues to be the single largest factor contributing to the gender pay gap.
DCA with Deloitte and Google have released a new report which sets out an innovative framework to make diversity and inclusion change that works.
A shared care revolution is happening in some of Australia’s most forward-thinking organisations. Discover best practice in our latest podcast instalment.
What exactly is neurodiversity, and how can we improve workplace design to accommodate it and help neurodiverse employees thrive? Find out on the latest episode of DCA’s podcast.
In episode 3 of the second series of our podcasts we have an important and open conversation about illness and bereavement at work.
Webcasts from past events
Is backlash good for diversity and inclusion? This is the question moderator Tony Jones posed at this year's DCA & MLC LIfe Insurance Annual Diversity Debate.
How effective are D&I initiatives in achieving change? We found out at the launch of Change At Work.