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.
Beyond Diversity Towards Inclusion
Inclusion occurs when a diversity of people (e.g. of different ages, cultural backgrounds, genders) feel valued and respected, have access to opportunities and resources, and can contribute their perspectives and talents to improve their organisation.
Creating an inclusive workplace is fundamental to maximising diversity and creating successful organisations in today’s complex global environment. DCA has developed a number of resources to help improve inclusive practice and thus lift performance and wellbeing.
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?
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.
DCA’s new study, Building Inclusion: An Evidence-Based Model of Inclusive Leadership sheds valuable light on the need for inclusive leadership and what it takes build more inclusive leaders.
Despite the well-known business benefits of D&I, many Australian organisations do not adequately resource their D&I function or put in place measureable goals or accountabilities for their D&I activities.
The study surveyed more than 100 diversity managers and human resources leaders in Australia and New Zealand to learn the profile of diversity functions within organisations and the professionals leading and implementing diversity strategy.
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?
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.
Teams outperform individual decision makers 66% of the time, and decision making improves as team diversity increases.
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.
NAB has led the development of the EIELP, a program that has shown Aboriginal and / or Torres Strait Islander employees that their Indigenous culture has many things to offer the boardroom.
Diversity Council Australia is excited to be launching Australia’s first online platform collaborating with a variety of service providers in the diversity and inclusion (D&I) space.
DCA has today outlined its concerns that the second draft of the Australian Government’s religious discrimination bills could stop Australian businesses fostering inclusive cultures and will be difficult for workplaces to manage.
Diversity Council Australia is disappointed with the inaccurate headline and article that has appeared in the Herald Sun and other papers today. At no stage has DCA ever urged bosses not to mention Christmas.
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.
DCA submission urges that questions about sexual orientation, gender identity and intersex status be asked in the 2021 Census
As debates about religious expression continue, what’s it like to be a person of faith in modern Australia? We ask lawyer Daniel Wakim and DCA’s own Mariam Veiszadeh in our podcast.
This Diversity Leadership Program event explores the future of accessibility at work.
DCA is delighted to offer our Perth based organisations the opportunity to participate in our Cracking Glass Cultural Ceiling Knowledge Workshop. Designed to assist culturally diverse female talent and organisations who feel “locked out” of leadership to develop the Keys to “unlock” leadership positions they are seeking.
Webcasts from past events
What are the experiences of Australian workers when it comes to inclusion? DCA launched the second Inclusion at Work Index which maps and tracks inclusion in Australian workplaces.
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.