The 2021-2022 Inclusion@Work Index maps the state of inclusion in Australian organisations and provides the Australian business case for inclusion.
Building an inclusive workplace for LGBTIQ+ (lesbian, gay, bisexual, transgender/gender diverse, intersex and queer) 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:
DCA's Guide to Conducting a Diversity Survey - How to ask your employees about their diversity.
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.
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.
In conjunction with RMIT University, DCA presents the evidence about what it means for LGBTIQ+ employees to be out at work and guidelines as to what organisations can do to make everyone feel included.
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 CEO, Lisa Annese, has expressed disappointment about the omission of questions relating to sexual orientation, gender identity and variations of sex characteristics in this year’s Census.
Diversity Council Australia (DCA) and Pride in Diversity have today released a joint report into the workplace inclusion experiences of culturally diverse LGBTQ workers.
Ground-breaking research reveals support for inclusion in workplaces is up among one of the most resistant groups
DCA's 2019-2020 Inclusion@Work Index shows that support for diversity and inclusion (D&I) is up among men – traditionally the group least likely to strongly support, and one of the groups most likely to oppose such initiatives.
Glen Hare talks about what Wear it Purple 2021 means to him
DCA Member Relations Admin Coordinator Tara Somerville shares what it means to get it right – and wrong – with trans and non-binary employees.
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.
At this event, we take a look at how and why perceptions of equality and inclusion can differ so greatly between different diversity groups.
Webcasts from past events
Adopting an intersectional approach to gender equality helps us understand how other diversity dimensions can overlap with gender to compound disadvantage and discrimination.
At this event, DCA discussed the findings of our Out at Work research and explored the challenges and opportunities for greater LGBTIQ+ inclusion.