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Inclusion at work – an antidote to the great resignation

MEDIA RELEASE: December 9 2021: With work forces around the world experiencing labour shortages as part of the post-pandemic ‘Great Resignation’, there is an urgent need for employers to focus on building workplaces that will retain staff and satisfy employees’ desire for more fulfilling, flexible work lives.

And new research from Diversity Council Australia shows that inclusion may be exactly what employers need to future-proof their businesses as we move collectively into new ways of working.

The Inclusion@Work Index 2021-2022 maps the state of inclusion in Australian organisations and provides the Australian business case for inclusion.

More importantly, the Index highlights how workplace inclusion significantly increases performance and wellbeing, satisfaction and innovation – all factors that, when lacking, impact culture and will only contribute to the great resignation.

DCA’s Inclusion@Work Index showed the incredible impact that inclusion can have on people and culture, showing that workers in inclusive teams are:

  • 4 times less likely to leave their job in the next 12 months
  • 10 times more likely to be very satisfied
  • 4 times less likely to feel work has a negative or very negative impact on their mental health.
  • 5 times less likely to experience discrimination and/or harassment
  • 11 times more likely to be highly effective than those in inclusive teams
  • 10 times more likely to be innovative
  • 6 times more likely to provide excellent customer service
  • 4 times more likely to work extra hard

Speaking about the research, DCA CEO, Lisa Annese said, “DCA is pleased to present this third Inclusion@Work Index report, which sets out the Australian business case for D&I at a critical time.

“As well as showing inclusion really matters to employees, this report also has key insights for businesses looking to make themselves more resilient to changes in the labour market as a result of COVID-19.  

“Much of Australia has experienced serious disruption to our way of life and work in the past two years. For many businesses it has involved changing the way they work; and for many employees it has changed what they are looking for from work. 

“What we are seeing internationally is that as countries are emerging from sustained pandemic restrictions, employees are expressing a desire to look for a new place to work. 

“This research demonstrates a link between non-inclusive behaviours and workers’ intentions to stay. So, if you are investing in D&I, you’re investing in the wellbeing of your people, and making your business more resilient. 

“This research also shows that Australian managers need to do better at inclusion. Less than a third of Australian workers have an inclusive manager. We need to be doing more to engage those managers, and their employees, who aren’t aware of the benefits of inclusion at work. 

“This report is a great starting point for that conversation – before it turns to mass resignations.”

Announcing Inclusive Employers 2021-2022

In addition to the Inclusion@Work Index 2021-2022 report being launched today, DCA is also proud to announce that a number of DCA members have been recognised as Inclusive Employers 2021-2022.

Every two years, Australian organisations are able to participate in DCA’s Inclusion@Work Member Index, which enables them to measure diversity and inclusion in their workforce and compare findings to a National Index Benchmark (derived from a nationally representative survey of 3000 Australian workers).

Those that exceeded the National Index Benchmark on at least five out of six measures were eligible to be named Inclusive Employers.

DCA CEO, Lisa Annese said “Many DCA members are already working hard to create diverse and inclusive workplaces and we are delighted that a select number are eligible to be named as an Inclusive Employer 2021-2022.

“Congratulations to the Inclusive Employers 2021-2022! This achievement recognises that you are active and committed to inclusion, and that you have exceeded the Australian workforce average in DCA’s Inclusion@Work Index.”

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About DCA’s Inclusive Employers 2021-2022:

Every two years, Australian organisations are able to participate in DCA’s Inclusion@Work Member Index, which enables them to measure diversity and inclusion in their workforce and compare findings to a DCA-Member Leading Practice Benchmark and a National Index Benchmark (derived from a nationally representative survey of 3000 Australian workers).

Inclusive Employers have to exceed the National Index Benchmark on at least five out of six of the following measures: Awareness; Engagement; Inclusive Organisational Climate; Inclusive Leadership; Inclusive Team; and/or Exclusion.

Congratulations to the following organisations that can be named Inclusive Employers for 2021-2022:

Altus Group, American Express, Amnesty International Australia, Art Gallery of NSW, Aurecon, Australia Council for the Arts, Australian Museum Trust, Australia Pacific Airports Corporation, BDO, Bendigo and Adelaide Bank, BlueScope Steel, Bridge Housing Limited, CAFS/Child and Family Services Ballarat Inc, Corrs Chambers Westgarth, Cooper Grace Ward Lawyers, Cricket NSW, Diageo Australia, Department of Water and Environment Regulation (WA), Future Super Services Pty Ltd, Fair Work Ombudsman and Registered Organisations Commission, Gilbert + Tobin, Grant Thornton Australia Limited, Great Southern Bank, Greenwoods & Herbert Smith Freehills, Hunter Water Corporation, International Women’s Development Agency, John Deere Limited, L.E.K. Consulting Australia, MAX Solutions, MetLife Insurance Limited, Moët Hennessy Australia & New Zealand, Network 10, Nous Group, Novartis, Perth Airport Pty Ltd, Plenary Group, Phillips Ormonde Fitzpatrick, RAC WA, RAM Group – Brighten Home Loans, Relationships Australia NSW, Senversa, Services Australia, Settlement Services International, Smartgroup, Sparke Helmore Lawyers, State Archives and Records Authority of NSW / Sydney Living Museums, Teachers Health

Website: Diversity Council Australia

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