New research from the Jumbunna Institute of Indigenous Education and Research and Diversity Council Australia is speaking truth to Australian employers about the experience of Aboriginal and Torres Strait Islander staff.
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.
New research from Diversity Council Australia (DCA), has found strong evidence that people from self-identified lower classes experience more exclusion, discrimination and harassment at work than people from higher classes.
Pride in Diversity and DCA joined forces on this project as their respective research on LGBTQ workplace inclusion had revealed that culturally diverse LGBTQ workers had unique workplace experiences that warranted deeper investigation.
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.
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.
This resource provides guidance to Australian workplaces about how to deal with a range of common faith-related queries, and also to provide workplaces with principles to help balance issues where conflicting rights might intersect.
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 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.
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.
CommBank’s age and life stage employee network – called AdvantAge.
NAB’s African Australian Inclusion Program provides six months of work experience, to help people find meaningful employment.
In the wake of the tragic killing of George Floyd in May 2020, Herbert Smith Freehills’ CEO and the broader leadership team began a deeper conversation with their people about improving ethnic diversity across the firm.
In 2020, Lendlease is continuing to demonstrate support of the LGBTIQ+ community and advocate for creating safe, inclusive places for everyone - virtually.
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.
EMBARGOED UNTIL 12AM 26 OCTOBER 2020: New research, released today from Diversity Council Australia, has found strong evidence that people from self-identified lower classes experience more exclusion, discrimination and harassment at work than people from higher classes.
Black Lives Matter and ways to make genuine progress on Aboriginal and Torres Strait Islander workplace inclusion
The US Black Lives Matter movement has shone a light on continued injustices and inequalities experienced by Indigenous people in our society. How can we ensure that this moment does not pass by without genuine progress on Aboriginal and Torres Strait Islander workplace inclusion?
First Ever Australian survey to capture truths about employment experiences of Indigenous Australians
The first ever Australian survey that aims to capture the truths of Indigenous Australians’ employment experiences in Australia has been launched today.
Political unrest in the US, compounded by the raging pandemic, has ensured that 2021’s coverage has been plagued by many of the same words that dominated headlines last year: Protest. Tribalism. Fear.
According to DCA's CEO, Lisa Annese, we need to measure class, so we can understand how class impacts our experiences of work and why. And we need to ensure that organisational initiatives reach and positively impact people from all classes.
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.
It happens to one in four pregnancies and is more likely to have an effect on a woman’s life than breast cancer and ovarian cancer. But miscarriage is rarely, if ever, discussed openly. At this event, we discover how employers can provide the best support at work for parents experiencing pregnancy loss.
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
Technological developments and the use of artificial intelligence (AI) is changing the way we work – and even how we recruit people.
Inclusion at work 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.