This project, stage 2 in a 3 year study in conjunction with Monash University and sponsor, Hudson RPO, is a response to the unprecedented level of global activity and investment in AI occurring within Australia and globally.
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.
Out Now! New Inclusive Recruitment Research & Report
The research draws on the findings of DCA’s [email protected] Index 2021-2022 to explore the link between inclusion and mental health.
DCA, in partnership with Monash University, is undertaking a series of ground-breaking studies exploring the impact of unconscious bias on recruitment and selection decisions that are based on the use of artificial intelligence.
A special edition report of DCA’s [email protected] Index 2021-2022 titled Mapping the State of Flex in the Australian Workforce highlights a positive link between flexible work and workplace inclusion and shows that the stigma around care, gender and flexible work continues.
DCA's Guide to Conducting a Diversity Survey - How to ask your employees about their diversity.
Gari Yala (Speak the Truth): Centreing the experiences of Aboriginal and/or Torres Strait Islander Australians at work
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.
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 [email protected] 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?
The DCA-Suncorp [email protected] 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?
Teams outperform individual decision makers 66% of the time, and decision making improves as team diversity increases.
By participating in DCA’s Inclusive Employer Index, RAM was able to make D&I more structured and scalable. Read more.
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.
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.
Diversity Council Australia (DCA) is delighted about today’s announcement from the Federal Government appointing our CEO, Lisa Annese, to the [email protected] Council.
Tuesday night, four-hundred people packed the Sydney Town Hall for the tenth annual Diversity Council Australia Debate.
DCA’s response to the Employment White Paper draws on our research into diversity and inclusion (D&I) about the experiences of Australian workers from a diversity of backgrounds, and offer evidence-based solutions to create inclusive workplaces.
Success Works Partners believes that Alice, and others facing similar barriers, should not have her future determined by her past. We believe that Alice should be given the same employment opportunities others enjoy.
DCA has been reviewing the October 2022 budget papers and there is some great news for diversity and inclusion...
Following International Day of People with Disability, DCA’s final Diversity Leadership Program event for the year will investigate the role that inclusive job design can play in creating accessible and inclusive workplaces for all, and particularly for people with disability.
At our next Case Study Conversation, we will take a look how Smartgroup turned its outdated tenure-based parental leave policy, to a nation-leading, generous and inclusive program that would become a major drawcard to attract and retain talent.
We invite you to join DCA's CEO, Lisa Annese, in Brisbane for an in-person presentation of our latest research on inclusive recruitment.
As we prepare to celebrate IWD, join us for the launch of our new research exploring the experiences of culturally and racially marginalised (CARM) women who are in, or aspiring to, senior leadership in Australia.
Our Gender Equality Network will investigate how employers can comply with their 'positive duty' obligation to prevent and respond to workplace sexual harassment.
Our Indigenous Network will focus on an Indigenous Voice to Parliament and why all we need to vote yes in the upcoming Referendum. We will explore how to have the conversation with your friends, family and colleagues to encourage them to vote yes too.
At this event, we will learn how successful employee resource/affinity groups (aka ERGs) can help to engage particular employees, foster inclusive environments and build a sense of community.
Men have a vital role to play in building a world of gender equality and challenging inequalities. At our next Gender Equality Network we will look at how organisations can engage men effectively to achieve gender equality at work
At our next Indigenous Network, we will learn about Reconciliation Australia's latest Reconciliation Barometer that sheds light on the attitudes and perceptions First Nations people and non-Indigenous Australians hold about each other and about issues affecting Aboriginal and Torres Strait Islander people.
How employers can make workplaces more inclusive of neurodivergence will be the topic of our next D&I Insights program.
Join us for the launch of an interactive tool that employers can use to evaluate recruitment practices and set goals on how to become more inclusive.
Webcasts from past events
There is clear evidence that a family friendly workplace culture positively impacts the quality of work-life for people and contributes to the wider health and wellbeing of our society and economy; increasing productivity and reducing stress, absenteeism and gender inequality.
Is it time to move on from gender equality? This is the question we posed at this year's DCA & MAX Annual Diversity Debate.