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A message from the CEO

Hello Nicole,

Today, we are releasing new research showing that inclusion can be a protective factor against workplace sexual harassment.

I remember the first time I was sexually harassed at work. I was a young journalist, away from home and knew no-one except the colleague I was travelling with. I remember feeling distressed trying to work out how I would manage until I headed home. When I returned to the office, I didn’t make a formal complaint but quietly made it known.

Senior women told me it had also happened to them. Senior men reassured me the behaviour wasn’t acceptable. Arrangements were made to try to protect other young women. I wouldn’t have used the language of inclusion then, but I remember how my colleagues listened and believed me, and how they rallied and made changes. It wasn’t perfect, but it was both personal and structural.

This research asks us to think differently about prevention. Exclusion, disrespect, discrimination and sexual harassment are not separate workplace issues. Inclusion is an antidote.

We’ve paired the research with new resources and education programs to help you to prevent sexual harassment in your workplace.

As I come to the end of my first month at DCA, I’ve heard you want more practical, evidence-based tools to help you foster safety and belonging in the context of a challenging economy and changing workplace. And that you value the ways we can support you. I look forward to continuing to work together for a just and equitable Australian society where people in all their diversity can thrive.

Cheers

Catherine Fitzgerald (she/her)
CEO | Diversity Council Australia

What's new

Our latest research reveals inclusion dramatically reduces risk of workplace sexual harassment

Findings from our latest report, The Power of Inclusion: Preventing Workplace Sexual Harassment, explore the powerful link between workplace inclusion and lower rates of sexual harassment.

The research explores how:

Inclusion can prevent harm: workers in inclusive teams were three times less likely to experience sexual harassment than those in non-inclusive teams. Workers with inclusive managers or organisational cultures were at least two times less likely.
Exclusion increases risk: workers who experienced discrimination were six times more likely to experience sexual harassment than workers who did not. Everyday exclusion, such as being stereotyped, ignored or left out of social activities, was also strongly connected with an increased risk of sexual harassment.
Inclusion reduces risk: even in workplaces with multiple recognised risk factors for sexual harassment, workers in inclusive teams were half as likely to experience sexual harassment than those in non-inclusive teams.

Report cover of The Power of Inclusion: Preventing Workplace Sexual Harassment

The report comes as sexual harassment remains a persistent workplace issue, with almost one in five Australian workers reporting they had experienced sexual harassment at work in the previous 12 months.

Learn more and download our research

Explore our resources

New DCA knowledge program for more guidance on reducing sexual harassment

We are excited to announce the launch of two new gender equity and sexual harassment Knowledge Programs exploring the link between building inclusive workplaces and reducing the prevalence of sexual harassment.

Leaders Preventing and Responding to Sexual Harassment is a two-hour knowledge program that equips workplace leaders with the mindsets, behaviours and tools to use inclusion as a primary driver to build respectful workplaces and environments where sexual harassment is less likely to occur.
Responding to Everyday Sexism and Sexual Harassment is a 90-minute program, suitable for all employees, to equip participants with the skills and knowledge to recognise and respond to sexual harassment in the workplace.

DCA members receive a 20% discount when you book and pay for a program before 21 December 2026.

Everyone at Work title over photo of Revenue NSW's program participants standing in a line

How Revenue NSW is building belonging through inclusive employment

Revenue NSW’s Everyone at Work program is demonstrating how inclusive employment can strengthen organisational culture, increase workforce confidence and create lasting pathways for talent. Developed to expand employment opportunities for people with intellectual disability, the program has delivered benefits well beyond recruitment, fostering a more open, inclusive and disability-confident workplace. The program has established a practical and scalable model for inclusive employment across the public sector.

ATO tax time information and support

Many people lodging taxes may be unfamiliar with the support services available to them – particularly those who are new to Australia's tax system or may be lodging for the first time. ATO has a range of resources in more than 20 languages to help community members access trusted information, avoid misinformation and scams, and feel more confident when engaging with the tax system.

Ways to build inclusion for workers of all ages

As we approach International Age Diversity Day on 26 September, we're taking a look at how age bias can affect both older and younger workers and what organisations can do to help. Our research and evidence-based tools for organisations and leaders help them to create age inclusive workplaces.