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 business benefits for achieving gender equity in the workplace are well documented by both research organisations, government and by leading practice employers. In this section, you will find the following resources to help you manage this important diversity dimension.
There is heightened interest in engaging men in the gender equality process. Drawing on the latest evidence and experience, this landmark report offers a set of recommendations for how organisations can engage men effectively to achieve gender equality at work.
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.
DCA has developed a new Words At Work campaign for workplaces to show how inclusive language can improve workplace culture and drive productivity.
Recent public debate reveals widespread lack of community understanding about pay equity – what it is, why it exists, and what can be done to address it – as well as a tendency to minimise or explain away the gender pay gap in Australia through reference to ‘women’s choices.’
DCA research has found that older women (defined as 45 years plus) represent a sizeable and growing segment of the labour force but Australian organisations are failing to fully harness their skills and talents.
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.
Insights into Sexism: Male Status and Performance Moderates Female-Directed Hostile and Amicable Behavior
In an online video game, lower-skilled male players are more hostile towards female players due to a female threat in a male-dominated social hierarchy.
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.
Algorithmic Bias? An Empirical Study into Apparent Gender-Based Discrimination in the Display of STEM Career Ads
Despite explicit intentions to be gender neutral, a Facebook ad for STEM careers was shown more often to men than women, potentially due to economic forces and competition among advertisers
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.
Countries need to do much more to close gender gaps worldwide, according to a new OECD report.
As part of their 2020 corporate strategy, Woolworths is placing focus on increasing female leadership and removing salary wage gaps.
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.
DCA welcomes the national inquiry into sexual harassment in Australian workplaces
Men who want to work flexibly to care for their families face high levels of discrimination, and are caught in a fault line that threatens Australia’s progress towards gender equality, according to DCA.
At a recent Gender Equality Network event DCA’s Research Director, Dr Jane O'Leary, delivered an evidence-based overview of inclusion nudges – highlighting what they are, why they’re important, and providing examples of how it works.
Lisa Annese, CEO of Diversity Council Australia, weighs in on the national inquiry into workplace harassment, and what this means for businesses operationing in a #MeToo world
This International Women’s Day – as DCA calls on organisations to step up their inclusion programs and encourage men to help make gender equality a reality – we share 3 lessons from Sweden.
Ahead of the Gender Equality Network on February 28, which topics should you come schooled on?
DCA’s Chief Executive Officer, Lisa Annese, is delighted to come to Brisbane to provide members with insights on two of DCA’s ground breaking-research projects.
DCA’s Gender Equality Network, is open exclusively to DCA members and is designed to explore leading practice on gender diversity programs and assist members in their preparations to meet reporting requirements on gender.
Webcasts from past events
At this Gender Equality Network we heard from Male Champions of Change (MCC) representatives on its journey to date.
Has your organisation relied on unconscious bias training to disrupt bias and help build inclusion? If so, it might be time to start thinking about adding inclusion nudges to your suite of D&I initiatives.