DCA has developed a new Words At Work campaign for workplaces to show how inclusive language can improve workplace culture and drive productivity.
Building an inclusive workplace for LGBTI (lesbian, gay, bisexual, transgender and intersex) employees in your workplace is a litmus test for leading D&I practice in Australia.
In this section, you will find the following resources to help you manage this important aspect of diversity:
Webcasts from past events
At the next DCA Diversity Leadership Program event, we will have a conversation about what it would take to create more inclusive workplaces so that more out LGBTIQ+ people can fill leadership positions in corporate Australia.
Many of us carry unearned advantages over others that we may not even be aware of. These advantages can come from our abilities, age, cultural background, gender identity, physical appearance, sexual orientation or socio-economic status, to name a few.
Answers to your questions on toilets and bathrooms in the workplace.
Sydney's Mardi Gras is one of the largest pride parades in the world with about 10,000 participants. Yet a persistent lack of inclusion of LGBTIQ+ employees and failure to acknowledge the diversity of customers could be costing business billions.
Many leading practice Australian businesses continue to reap the rewards of diversity and inclusion (D&I) while others in the community want to ignore the benefits, according to Diversity Council Australia.
As Australians, we pride ourselves on giving everyone a fair go. But how inclusive as a society are we really? Not at all, if you're a transgender person like my friend Nadine.
DCA's own Cathy Brown has teamed with RMIT's Raymond Trau to look at the consequences of workplace environments where employees choose to hide their sexual orientation, gender identity or intersex status for fear being “out” could damage their careers.
DCA supports marriage equality because we believe it will truly cement workplace fairness and inclusion for the LGBTIQ+ community.