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Make sense of workforce D&I data with DCA’s latest guide
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'D&I Data at Work' is our latest guide to collecting and interpreting workforce diversity and inclusion data. Collecting this data helps organisations understand the current state of their workforce and create meaningful business strategies for D&I.
Organisations often don't collect or use D&I data effectively, as many professionals lack the training to collect, analyse, and apply it. Measuring workforce diversity ensures disparities aren’t overlooked and helps break down barriers to inclusion. Through data collection, inequities can be identified to inform policies, track progress, and pinpoint areas for improvement.
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This guide can help your organisation:
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understand the mix of employees in your workforce
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know which inclusion areas you should focus on
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understand the cultural capabilities of your workforce.
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Whether you are collecting D&I data from scratch or updating your existing approach – this guide is designed to help. It includes a 4-step process to help you make the most of D&I data to drive meaningful change with guiding principles to ensure your D&I data approach is respectful, safe, accurate, and effective.
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New Blog: Recognising Trans Day of Visibility
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In recognition of Transgender Day of Visibility (31 March), DCA invited Dr. Eloise Brook (she/her), Chief Executive Officer at AusPath, to contribute a blog discussing the current challenges facing trans people in Australia and globally. Trans Day of Visibility is an annual international celebration of trans pride and awareness, recognising transgender, gender diverse and non-binary experiences and achievements.
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As the CEO of AusPATH — an organisation that has been on the front line of accessible healthcare for trans people for well over a decade — Dr. Brook shares her experience and concerns as a trans women and discusses how the slow, steady escalation of anti-trans rhetoric, matched with a profound silence from the media, that has come to the forefront recently with the new administration in the USA. While the increase in anti-trans rhetoric in Australia has not been as profound, limited understanding about the health needs of trans people and poor media coverage makes them vulnerable to discrimination and the rollback of essential care. Read more in DCA's latest blog.
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Reflections from CSW69: Insights for advancing gender equality in organisations
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The 69th gathering of the Commission on the Status of Women (CSW69) at the United Nations in New York has now concluded. DCA’s Scholar-in-Residence & Director of Special Projects, Dr. Virginia Mapedzahama (she/her), reflects on the discussions, debates, and commitments made over the two weeks.
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One of the key messages and calls to action for DCA’s member organisations that emerged from the gathering is that bold action from all sectors is imperative to achieving gender equality. Whether it's through embracing intersectional leadership, empowering women economically, addressing funding vulnerabilities, or closing the digital divide, organisations have the power to drive meaningful change. Every internal policy review, every new initiative, and every alliance formed contributes to a broader global movement.
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Read more
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Nominations for DCA board positions now open
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DCA’s next Annual General Meeting will be held on 25 June 2025 when new board positions will become available. DCA Board nominations for these opened on 26 March 2025 and will close on 5PM, Thursday 24 April 2025.
In line with our constitution, member organisations may nominate a senior leader for election, and we encourage DCA member organisations share this opportunity with and nominate senior leaders who are passionate about workplace inclusion.
This year, we’re particularly looking for candidates with expertise in ESG (Environment, Social, and Governance), Government Relations, and IT/Digital to support DCA’s continued growth and impact.
Serving on the DCA Board is a unique opportunity to shape the future of workplace inclusion in Australia. Board members play a key role in guiding DCA’s mission and strategy, making a lasting impact.
Visit the DCA website to learn more about Board Director eligibility and role requirements, download the Nomination Form, and find details on how to submit your nomination.
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New gender equality targets introduced for workplaces
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Diversity Council Australia (DCA) welcomes the introduction of new gender equality laws that will accelerate progress towards fairer and more inclusive workplaces across the country. DCA has long advocated for stronger action on workplace gender equality
Large employers, with 500 or more employees, will be required to select three gender equality targets from a menu of numeric and action-oriented targets. This move sets a clear expectation that gender equality is not just an aspiration but a business priority. Australia is the first country in the world to require companies to select targets and make progress on gender equality.
For employers with over 500 employees, targets must be selected in reporting in April/May 2026. WGEA will provide comprehensive resources and support to help you determine how to choose the best targets for your organisation and work towards achieving your goal.
These reforms mark a significant step forward in bringing about real change. Read our full statement.
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Is your organisation leading in inclusion? Compare and analyse with DCA’s Inclusive Employer Index
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Expressions of interest are open for this year’s Inclusive Employer Index. Participation in the index is open to both DCA member and non-member organisations. By running the survey within your organisation, you'll gain deeper, data-driven insights across key diversity dimensions and comprehensive benchmarking against the Australian workforce, other DCA members, and (where applicable) your industry.
For those organisations that meet or exceed the benchmark, each year, DCA publishes a list of Inclusive Employers to celebrate their work in leading the way in D&I in Australia.
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'This year was our first experience with the Inclusive Employer report and the results been insightful and helpful. The impacts of inclusion comparisons have been particularly useful to us. With this level of information and detail, we see a number of opportunities and areas for improvement for our workforce.'
- Kelly Wickham (she/her), Our Watch, People and Culture Manager
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Elevate young employees with SVA’s Employer Innovation Lab
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The SVA Employer Innovation Lab is a free,12-month program designed to help employers create entry level pathways and remove the barriers for young people without university qualifications in the workplace. There are still spots available for SVA’s Lab in Parramatta, NSW this May. Learn more and register you interest.
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A warm welcome to the following organisations who recently became members of Diversity Council Australia!
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Diversity Council Australia is proudly supported by
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Diversity Council Australia Limited
Hub Customs House Level 4, 31 Alfred St
Sydney NSW 2000
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