Diversity Council Australia Ltd

Congratulations 2023-24 Inclusive Employer Property Council of Australia! On achieving this recognition, Mike Zorbas, Chief Executive, Property Council of Australia said, "As the chief advocate for our members, the Property Council plays a leading role in supporting the increasing diversity and inclusivity of our industry. This recognition highlights the work we have done to embrace diversity in our teams and our members' positive work with us through our committees around the country. Being recognised as an inclusive employer sends a positive message to our people, to our members and to future leaders whom we hope will choose careers in this extraordinary, city-shaping industry."

Today is International Day Against LGBTQIA+ Discrimination (aka #IDAHOBIT), which celebrates when the World Health Organisation removed homosexuality from the Classification of Diseases. While a day to reflect on this milestone and other advancements in LGBTQIA+ equality, the unfortunate reality is that discrimination still persists against LGBTQA+ communities and there remains work to do to stand against harassment and discrimination. To learn more about IDAHOBIT, LGBTQIA+ identities and the unique forms of discrimination these communities face, head here. 👉https://ow.ly/K71K50RHTl6 #IDAHOBIT2024 #LGBTQinclusion #GenderDiversity #LGBTQIA #DiversityAtWork #InclusionMatters #Allyship

DCA has contributed to a joint submission calling for the ASX to incorporate objectives for greater cultural and racial diversity in its corporate governance principles. Other appropriate representative organisations have called for LGBTIQA+ and disability representation, which DCA also endorses. Together, with The University of Sydney Business School and the University of Technology Sydney Business School/Jumbunna Institute for Indigenous Education and Research, DCA has recommended the ASX require listed companies to report on the diversity of their board membership beyond existing gender-based requirements. “The continued homogeneity of directors is concerning for a number of reasons," said Dr Dimitria Groutsis, Associate Professor at the University of Sydney Business School. "Boards represent a powerful and influential voice in the decisions made at the highest levels in corporate Australia, NGOs, and sports boards. Beyond the vast pool of diverse talent that remains undervalued and underutilised, why particular groups are restricted from having a seat at the table is curious. “It’s time to change this through meaningful measures, reporting and target setting while demystifying the pathway to boards for a diverse group of directors.” Read our media release and submission now. 👉 https://ow.ly/XI3O50RGFTE Lisa Annese Nareen Young Ming Long AM #ASX #DiversityinLeadership #InclusiveLeadership #WomenLeaders #Leadership #LeadershipInclusion #LGBTQInclusion #DisabilityInclusion #IndigenousInclusion #RacialDiversity #CulturalDiversity #BusinessAustralia #DiversityMatters #InclusionMatters #Auspol

Congratulations to 2023-24 Inclusive Employer Australian Gas Infrastructure Group (AGIG). Are you interested in becoming an Inclusive Employer? Expressions of Interest for 2024 are now open, learn more and get in touch here: https://ow.ly/BPQf50RAaRB

💡 Are you starting on a journey of accessibility in your workplace? Today on Global Accessibility Awareness Day, take a moment to read our blog on mythbusting accessibility by DCA Board Director, Dr Manisha Amin who bunks 6 misconceptions often heard in this area of inclusion. You can also find more resources to learn and put accessibility on your work agenda. Read the blog now. 👉 https://ow.ly/3XAt50RHLZ4 Learn more about Global Accessibility Awareness Day here. 👉 https://ow.ly/8OAu50RHLZN #GlobalAccessibilityAwarenessDay #GAAD #Accessibility #DiversityEquityInclusion

Amplify Your D&I profile by sponsoring DCA’s Diversity Debate! ✨ As we near the end of Financial Year, it’s an opportune time to consider sponsoring DCA's highly anticipated Diversity Debate 2024! The Debate will be held on Tuesday 22 October 2024, at Doltone House, Jones Bay Wharf, Sydney. Now's your chance to express interest in sponsoring this year’s highly anticipated event. There are a range of benefits to sponsoring, including branding and being profiled in promotions, as well as importantly, publicly demonstrating your organisation’s commitment to D&I to your employees, stakeholders, customers and clients. Express interest and find out more by emailing us at 👉 events @ dca. org. au. Watch the highlights from our last Debate here. 👉 https://ow.ly/4Un050RGBXj Lisa Annese Ming Long AM #DiversityCouncilAustralia #HumanResources #BusinessAustralia #Leadership #InclusiveLeadership #DCADebate

The 2024 National Working Families Survey recently released by Family Friendly Workplaces revealed a pressing need to address the challenges faced by Australian parents and carers in balancing work and family life. The results are stark, revealing the ongoing gender bias around flex working and caring continuing to persist. Despite efforts to progress gender equality in workplaces in the last 5 years, very little has shifted. The latest report shows that workplaces need to do more to support the needs of working families. It's #NationalWorkingFamiliesWeek, make sure to read the Executive Summary and Key Findings here. 👉 https://ow.ly/ATXK50RFjr6 You can explore the findings with key experts on 4 June 2024 where strategies for creating inclusive workplaces for families will be discussed. Hosted by Emma Walsh, Founder of Family Friendly Workplaces and speakers including DCA CEO, Lisa Annese, Geoff Lloyd, Chair, The Fathering Project & Georgie Dent, CEO, The Parenthood. Register for the event now: https://ow.ly/5SCz50RFk5z #NWFS2024 #FamilyFriendly #InclusiveWorkplaces #ParentsAtWork #Carers #CarersAtWork #FlexibilityatWork #GenderFlexGap #GenderEquality #GenderEquity #HumanResources #BusinessAustralia #Leadership #InclusiveLeadership #PaidParentalLeave #ParentalLeave #EqualParenting #ShareTheCare #FlexibleWork

We recently contributed to a joint submission calling for the ASX to incorporate objectives for greater cultural and racial diversity in its corporate governance principles. Other appropriate representative organisations have called for LGBTIQA+ and disability representation, which DCA also endorses. Together, with The University of Sydney Business School and the UTS Business School/Jumbunna Institute for Indigenous Education and Research, DCA has recommended the ASX require listed companies to report on the diversity of their board membership beyond existing gender-based requirements. “It's high time we move beyond the understanding that diversity means a limited cohort of white women, and towards ensuring that boards represent the communities they serve. It is not complex or complicated – it’s straightforward," said Professor Nareen Young, Associate Dean (Indigenous Leadership and Engagement) at UTS Business School. “It’s also high time we move beyond the biases about First Nations people, people of colour and culturally and racially marginalised (CARM) people about what our capabilities and knowledge are and what we can and can’t do in relation to Australian boards. Governance skills are not the preserve of one section of the community. We also need to start discussing social class and background as a diversity dimension and will be exploring this aspect more going forward.” Read our media release and submission now. 👉 https://ow.ly/H3mL50RF5LZ Dimitria Groutsis Ming Long AM Lisa Annese #ASX #DiversityinLeadership #InclusiveLeadership #WomenLeaders #Leadership #LeadershipInclusion #LGBTQInclusion #DisabilityInclusion #IndigenousInclusion #Racial Diversity #CulturalDiversity #BusinessAustralia #DiversityMatters #InclusionMatters #Auspol

💡 Workplaces have a significant influence on people’s lives. They have the power to educate, change mindsets, and provide support. With the urgent issue of family and domestic violence prevalent in Australia, and as thousands actively rally against gendered violence, it's crucial to address its impact within workplaces and how to support affected employees. In our latest blog, DCA CEO Lisa Annese shares some reflections and steps organisations can take, following last week’s Case Study Conversation on Family and Domestic Violence with Ryan Burke's, Head of Diversity, Equity and Inclusion at Commonwealth Bank where they delved into this topic and CommBank's approach. Read her blog now for insights and resources on what your workplace can do. 👉https://ow.ly/7l2H50RA2mi #DomesticViolence #GenderEquality #WorkplaceSafety #DiversityEquityInclusion #WorkplaceCulture #DomesticAndFamilyViolence #FamilyandDomesticViolence #GenderBasedViolence #ViolenceAgainstWomen #InclusiveLeadership #HumanResources #BusinessAustralia

💡 The use of flex work remains gendered. Despite expectations that the pandemic would increase men’s uptake of flex permanently, men continued to use far less flexible work than women in 2023, showed our latest 2023-2024 Inclusion @ Work report. Only 57% of men using flex compared to 72% of women, a 15% gender flex gap persists post-pandemic. Some flexible work options are more gendered than others and these gendered differences and stigma on the type of flex accessed by men and women appear to be impacting experiences of employee discrimination and harassment. Read our 2023-2024 Inclusion @ Work Index now for more insights. 👉https://ow.ly/3Aoh50RCY9v #TheCaseForInclusion #InclusionAtWork #InclusionIndex #FlexWork #GenderFlexGap #GenderEquality #DiversityandInclusion #DiversityEquityInclusion #BusinessAustralia #HumanResources #Leadership #InclusiveLeadership #DiversityCouncilAustralia