Diversity research
DCA works in partnership with members to conduct research, which generates evidence-based information and guidance on workplace diversity.
Our key research themes for 2012 are:
- Mainstreaming flexibility in contemporary Australian workplaces
- Capitalising on cultural diversity
- The ‘bamboo ceiling’ in the Australian business context
- The impact of Reconciliation Action Plans on Australian diversity culture
- Grey Matters revisited – Engaging mature-age workers five years on.
Below is an outline of DCA's research projects underway or completed:
DCA’s Get Flexible: Mainstreaming Flexible Work in Australian Business
In March 2012, DCA was excited to release a landmark research report titled Get Flexible: Mainstreaming Flexible Work in Australian Business.
The report, produced in partnership with Westpac and supporting sponsors Stockland, Origin Energy and Allens, found there is significant evidence that flexible work optimises resources and productivity.
The research involved conducting highly interactive ‘think tanks’ with 57 experts, from a range of Australian organisations, who have been immersed in flexible work in Australia.
The findings showed that while many people have access to ‘basic’ flexible work options, meaningful flexible work and careers are not common practice in Australian workplaces. If flexible work is to be truly mainstreamed, the research found organisations need to adopt different ways of thinking and acting, and recommended 11 strategies that would have a significant impact in making flexible work standard.
For more information on the research, click here.
DCA’s cultural diversity survey
DCA's landmark study on cultural diversity, sponsored by Deloitte Touche Tohmatsu, ANZ, Mallesons Stephen Jaques and Goldman Sachs, was released at a special event hosted by ANZ in Melbourne on 6 December 2011.
The findings showed an encouraging depth and breadth of cultural and linguistic diversity at the most senior levels and in the leadership pipeline, but also revealed a need to capitalise more on talent who possess a non-English speaking cultural identity.
DCA, corporate sponsors Deloitte, ANZ, King & Wood Mallesons and Goldman Sachs, and participating organisations hope this project and its findings will constitute a ‘call to action’ for Australian organisations to better measure and capitalise on cultural diversity in the workplace.
Click here for more information on the findings.
The project will generate a survey tool, which will then be used to conduct the first ever census of Cultural Diversity in Australian Leadership. The Census will be conducted in 2012-2013 and will survey all CEOs and senior executives in ASX200 organisations.
Working for the Future: A National Survey of Employees
DCA's national, representative survey of Australian employees measuring employment conditions, diversity demographics, employee engagement and well-being, productivity, business effectiveness and workforce planning capacity. Click here for more detail about the latest findings.
Pay equity
DCA commissioned KPMG to commence cutting edge research into pay equity. Visit http://www.dca.org.au/files/file/gender%20documents/Gender%20Pay%20Equity%20Gap%20Report%20KPMG%20FINAL.pdf to see the research. With EOWA, DCA also commissioned polling on pay equity. Click here for more information.
Engaging Aboriginal Australians in our workplace
Sponsored by National Australia Bank, this landmark research project revealed the motivations and aspirations of Aboriginal Australians to provide valuable information to help build sustainable employment strategies for the future. Click here for more information.
Grey Matters: Engaging Mature Age Workers
This research project released on 25 May 2007 reveals baby boomers are challenging traditional notions of retirement. The research results are great news for employers and for Australia: At a time of strong economic growth and labour shortages, there is an exciting pool of talent, ready, willing and able to work. This research combined with DCA’s expertise in workplace diversity gives employers valuable information about how to better attract and retain talent in a tight labour market. Click here for more information.
Diversity metrics
Measuring the effectiveness of diversity initiatives or programs is not always an easy task. Even if an organisation knows what to measure, it is often unclear how the process should be conducted. DCA can assist you to develop measurements that meet your organisation's needs:
- Quantitative measurements such as demographic profile (broken down into diversity groups), attraction, retention and promotion rates;
- Qualitative measurements such as staff engagement and satisfaction;
- Activity-based measurement such as training, take-up of flexible working arrangements.
