Business Case for Inclusion

Research shows that inclusive organisational culture can deliver a range of positive organisational, team, and individual outcomes. This includes innovation, engagement and opportunity, as well as improved workforce well-being. 

DCA Inclusion@Work Index

In 2017 DCA and Suncorp partnered to create a national Inclusion@Work Index to biennially track the state of inclusion in Australian workplaces over time and the impact inclusion has on performance and wellbeing.

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The suggested citation for this report is:

Diversity Council Australia (O’Leary, J. and D’Almada-Remedios, R.) DCA-Suncorp Inclusion@Work Index 2019–2020: Mapping the State of Inclusion in the Australian Workforce, Sydney, Diversity Council Australia, 2019.

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Why Inclusion@Work Matters

Our research shows that Australian workers overwhelmingly support inclusion initiatives. In 2019, as in 2017, three out of four Australian workers supported or strongly supported their organisation taking action to create a workplace which is diverse and inclusive (D&I) – (75% in 2017 and 78% in 2019). Similarly, in both time periods, only 3% of Australian workers opposed or strongly opposed their organisation taking action.

DCA’s Inclusion@Work Index 2019-2020 found that inclusion had an impact on:

Work Environment & Performance

Inclusion is much more than a ‘feel good’ exercise – it creates a better work environment which fuels performance.

If you work in an inclusive organisation you are:

  • 5 times more likely to innovate
  • 3 times more likely to work extra hard
  • 3 times more likely to be highly effective than workers in non-inclusive organisations
  • 3 times more likely to provide excellent customer/client service.

Innovation: My team looks for new ideas to solve problems (% always)  10% - Workers in a NON-INCLUSIVE Organisational Culture 47% - Workers in an INCLUSIVE Organisational Culture. Effort: I'm willing to work extra hard to help my team succeed (% always)  24% - Workers in a NON-INCLUSIVE Organisational Culture 67% - Workers in an INCLUSIVE Organisational Culture. Effectiveness: In my team we work effectively to meet work expectations (% always)  17% - Workers in a NON-INCLUSIVE Organisational Culture 60%.

Inclusion Fosters Employees Satisfaction, Success and Security

Inclusion also fosters employee satisfaction, success, and security.

If you work in an inclusive organisation you are:

  • 5 times more likely to be satisfied with your job than workers in non-inclusive teams
  • 3 times more likely to leave their current employer
  • 2 times more likely to receive regular career development opportunities
  • 2 times more likely to have been given constructive performance feedback.

Satisfaction: I am very satisfied with my job (% strongly agree) •12% - Workers in a NON-INCLUSIVE Organisational Culture •65% - Workers in an INCLUSIVE Organisational Culture. Security: How likely is it that you will make a genuine effort to find a new job with another employer within the next year (% very likely) •31% - Workers in a NON-INCLUSIVE Organisational Culture •10% - Workers in an INCLUSIVE Organisational Culture.

Inclusion Benefits Everyone

It’s not just people from target or minority groups who are benefitting from D&I organisational efforts!

Using disability as an example, we found that when organisations take action to create a more diverse and inclusive (D&I) workplace, it benefits both workers with and without disability.

In organisations taking D&I actions, similar proportions of workers with and without disability:

  • Were very satisfied with their jobs and significantly more so than workers in organisations where no action was being taken
  • Felt accepted by people in their team
  • Had the same opportunities of anyone else of their ability.

Satisfaction: Overall, how satisfied are you with your job (% very satisfied)

  • 18% Workers with Disability in INACTIVE Organisations
  • 25% Workers without Disability in INACTIVE Organisations
  • 45% Workers with Disability in ACTIVE Organisations
  • 51% Workers without Disability in ACTIVE Organisations

Connected: I feel that I belong as part of a team (% strongly agree)

  • 15% Workers with Disability in INACTIVE Organisations
  • 31% Workers without Disability in INACTIVE Organisations
  • 37% Workers with Disability in ACTIVE Organisations
  • 41% Workers without Disability in ACTIVE Organisations

Progressing: I am given recognition or credit when I contribute to my team's success (% strongly agree)

  • 18% Workers with Disability in INACTIVE Organisations
  • 25% Workers without Disability in INACTIVE Organisations
  • 45% Workers with Disability in ACTIVE Organisations
  • 51% Workers without Disability in ACTIVE Organisations.

 

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For more information access the DCA Inclusion@Work Index materials.

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