Diversity Council Australia Ltd

Who comes to mind when you think of an inclusive manager? DCA’s Case for Inclusion@Work, defines an inclusive manager as a leader who: 🔹Values differences 🔹Seeks out and uses a diversity of ideas 🔹Treats everyone equitably 🔹Deals with inappropriate behaviour. Inclusive managers create stronger workplaces — improving employee wellbeing, fuelling performance and reducing business risk. DCA members gain access to a range of evidence-based resources and practical tools that support the development of inclusive current and future leaders. When leaders model inclusion, they create teams where everyone feels connected, respected, and able to progress. 🔗 Download the latest Case for Inclusion@Work: https://ow.ly/CVs850Xyuou 🔗 Learn more about our evidence-based model of Inclusive Leadership resource: https://ow.ly/vInL50Xyuom 🔗 Book a DCA Knowledge Program on building inclusive teams and organisations: https://ow.ly/p3w250Xyuon #InclusiveLeadership #DiversityAndInclusion #InclusiveManager

Inclusion by design – IP Australia’s journey IP Australia is intentionally building a workplace that welcomes all – not by chance, but by design. Through supportive leadership, flexibility and data-driven action, they’re embedding inclusion into everyday practice and removing barriers to participation. The results speak for themselves: stronger teams, higher engagement and greater innovation. Recognised as a 2025–26 Inclusive Employer for the third consecutive year, IP Australia shows how inclusion, when built into strategy and culture, drives real impact. Read their story: https://ow.ly/I93850Xyvnl Explore our 2025-2026 Inclusive Employers: https://ow.ly/3KpQ50Xyvnm #InclusiveEmployer #DiversityAndInclusion #InclusionByDesign #InclusiveLeadership #WorkplaceInclusion #DCA

The Workplace Gender Equality Agency’s (WGEA) 2024-25 Gender Equality Scorecard, out today, shows action by employers is narrowing Australia’s gender pay gap. The Scorecard reveals an above trend 0.7 percentage point drop in the gender pay gap to 21.1%, down from 21.8% last year. This means, that for every $1 men earn, women earn, on average, 78.9 cents – adding up to $28,356 in a year. “Employers are shifting the dial towards fairness which is helping to close the gender pay gap,” said WGEA CEO Mary Wooldridge. The report also highlights expanding access to part-time and flexible roles in leadership as a strategic lever for gender quality. While encouraging progress has been made, more work is needed to achieve truly inclusive, equitable and safe workplaces. Three main opportunities for employers are highlighted: 🔹 ensuring workplace safety 🔹 improving gender-balance in the organisation and on Boards 🔹 dismantling stereotypes about leadership, work and caring. DCA CEO Catherine Hunter GAICD (she/her) noted that while the progress highlighted in the report is encouraging, there is still important work ahead to further close the gender pay gap. "Today’s Scorecard shows that when employers commit to gender equity and follow through, the dial moves," said Catherine. "While a drop to 21.1% is progress, the significant pay gap is a reminder not to slow down. The work ahead is clear, and employers who act with pace and intent will drive the most meaningful change." 🔗Members can explore DCA’s business case, resources and leading practices for creating gender diverse and inclusive workplaces: https://ow.ly/WOug50XyuUp 🔗Read the full Scorecard report: https://ow.ly/T42r50XyuUq #GenderEquality #PayGap #WorkplaceEquity

Data from ANROWS shows that one in seven Australian adults admitted to engaging in workplace tech-facilitated sexual harassment. And those are just the people who admitted it — the true number is likely much higher. Following DCA’s recent webinar, ‘Combatting Tech-Facilitated Sexual Harassment’, event panellist Zana Bytheway, Executive Director at JobWatch, shares her reflections and key takeaways from the discussion in a new blog. Published during the 16 Days of Activism against Gender-Based Violence (25 November – 10 December), it serves as a timely reminder that we all have a responsibility to create safer, more inclusive workplaces. “After more than 25 years in this field, I know that change is possible,” Zana says. “The legal framework is stronger than it’s ever been. We have research showing us the scale of the problem. We have guidance from organisations like eSafety and Safe Work Australia on what to do about it. What we need now is action. We need employers to take their positive duty seriously.” 🔗Read Zana’s blog which includes practical steps employers can take to build safer workplaces: https://ow.ly/bp1s50XxUqq 🔗Members can also watch the webinar on demand: https://ow.ly/YXXR50XxUqr #TechFacilitatedHarassment #GenderBasedViolence #16DaysOfActivism #RespectAtWork #InclusiveWorkplaces

Founding Member Spotlight: Boral 🌟 Diversity Council Australia (DCA) is proud to continue its Founding Member series by spotlighting Boral — Australia’s leading, vertically integrated construction materials company. Boral has long recognised its responsibility to create an inclusive and safe workplace for all. Some of their initiatives include: • Expanding women’s participation in leadership and historically male-dominated roles • Targeted recruitment programs to boost gender representation • Cross-cultural awareness training across teams. “Diversity and inclusivity is not a bolt-on or nice to have,” says Group CEO and Managing Director, Vik Bansal. “Diversity in all forms has been shown to contribute to better decision-making and outcomes for all stakeholders.” Vik adds: “As a Founding Member we’ve benefited from DCA’s network of experts, along with the resources and research to help shape, challenge and broaden our thinking about what more we can do.” 🔗 Read more on Boral’s inclusion journey here: https://ow.ly/yU2v50XxgSs 🔗 Learn how DCA membership strengthens workplace inclusion: https://ow.ly/wXPx50XxgSq #DiversityInclusion #Boral #InclusiveWorkplace

Last week, workplaces and employees across Australia came together to celebrate Inclusion at Work Week 2025. 🎉 Thank you to everyone who engaged with our resources, events, and programs, and shared your stories to enrich the national conversation on inclusion at work. Here’s the week in review: 🔹 600+ participants 🔹 80+ Inclusive Employers 2025-2026 announced 🔹 400+ attendees at our D&I Insights event 🔹 100+ participants across 3 Open Knowledge Programs 🔹 3 new resources launched. The stories you helped showcase this past week demonstrate how far we’ve come, and how much more we can achieve in future. 🔗Find out more about the week that was: https://ow.ly/Jo8S50XxhB9

Sexual harassment is a workplace issue. New early release data from DCA’s upcoming Inclusion@Work Index for 2025-2026 shows: 🔸employees on non-inclusive teams are 3.1 times more likely to experience sexual harassment 🔸employees with non-inclusive managers are 2.7 times more likely to experience sexual harassment 🔸employees in non-inclusive organisations are 2.2 times more likely to experience sexual harassment Despite decades of investment in policies and training, sexual harassment remains prevalent. It occurs in every industry, every location and at every level. This International Day for the Elimination of Violence Against Women, we’re highlighting the importance of creating workplaces where everyone is safe and respected at work. 🔗Access our latest guidance: https://ow.ly/87rE50WUXe4  #16DaysOfAction #EliminationOfViolenceAgainstWomen #InclusionAtWork #RespectAtWork #SexualHarassment #DiversityAndInclusion

Are you passionate about diversity and inclusion (D&I) and experienced in developing learning programs and facilitating education in an organisation setting? Are you skilled at turning complex research into practical, actionable education tools? If this sounds like you, you may be an excellent fit for an exciting new role at Diversity Council Australia (DCA). We’re currently recruiting an Education Design and Delivery Manager to join our growing Education Team, at what is a pivotal time for DCA and for D&I in Australia. Reporting to DCA’s Head of Education, Phoebe Mwanza (she/her), you will: 🔹 Work in a supportive hybrid working environment with access to a vibrant CBD co-working space in Sydney or Melbourne 🔹 Collaborate with DCA’s Research and Education teams to enhance programs, create new learning resources, and grow our e-learning offerings 🔹 Facilitate workshops, coordinate external facilitators, and work with our members to keep programs relevant, evidence-based, and impactful 🔹 And so much more! At DCA, we value an inclusive workplace and welcome applicants with diverse lived experiences. If this role resonates with you, we encourage you to apply – even if you don’t meet every requirement. If you have any questions about the role, contact Phoebe. 🔗 Learn more and apply via Ethical Jobs or Seek: https://ow.ly/SeCs50XwAky #DiversityAndInclusion #EducationManager #LearningAndDevelopment

Join us for DCA’s final event of the year: Creating safe and respectful workplaces for Aboriginal and Torres Strait Islander women, in partnership with ANZ. Held during the 16 Days of Activism against Gender-Based Violence (25 November – 10 December), this crucial conversation is one you won’t want to miss. You will hear from Regan Mitchell (she/her), Director of Aboriginal and Torres Strait Islander Strategy at Our Watch as she shares their new resource: Creating safe and respectful workplaces for Aboriginal and Torres Strait Islander women – A beginner’s guide. Our guest panel will then discuss actions that workplaces can take to address the discrimination experienced by Aboriginal and Torres Strait Islander women, through: ▪️Improving understanding of the experiences of these women ▪️Creating safe and inclusive workplaces ▪️Focusing on cultural safety, truly listening, shared respect, and living and working together with dignity. The panellists are: ▪️Karla McGrady (she/her), Special Advisor, Aboriginal & Torres Strait Islander Strategy, Our Watch ▪️Cass Tratt (she/her), Head of First Nations Talent and Culture, ANZ ▪️Scott McCartney (he/him), Managing Director, Yalagan Group and Managing Director, SCS Indigenous ▪️Paola Balla (she/her), Principal Research Fellow, Moondani Balluk Indigenous Academic Centre, Victoria University This event is for everyone. Non-Indigenous leaders and team members committed to creating culturally safe workplaces are strongly encouraged to attend. 📅 Date: Monday 8 December 2025 ⏰ Time: 2:00 – 3:30pm, AEDT (with optional in-person networking until 4:00pm) ❓Where: ANZ Centre Melbourne 833 Collins Street, Docklands, VIC and Online 🔗In-person tickets: https://ow.ly/HTGL50Xv9K9 🔗Online tickets: https://ow.ly/1oHf50Xv9K8 #16DaysOfActivism #FirstNationsInsights #WorkplaceInclusion

As we wrap up #InclusionAtWorkWeek 2025, we want to say a huge thank you to every workplace that took part, from DCA members who used our resources, to non-members who joined the national conversation. Over the past five days, we’ve seen powerful examples of: ✔️inclusive leadership in action ✔️teams reflecting on their D&I journeys ✔️open and honest storytelling about belonging and exclusion This year was especially meaningful as DCA celebrates 40 years of driving workplace inclusion in Australia. Your stories and engagement this week show how far we’ve come, and how much more we can achieve together in the future. And while this week may be ending, the work continues. Inclusion is not just a focus for one week a year, it’s essential every single day. 🗓️ To help keep the momentum going, today we’ve released DCA’s 2026 Diversity & Inclusion Calendar - a practical tool to support your workplace in planning meaningful campaigns and conversations throughout the year. 🔗 Learn more about DCA membership and view the calendar here: https://ow.ly/YQi450XtPMt #InclusiveWorkplaces #InclusionAtWork #40YearsOfInclusion