The state of diversity, equity and inclusion in Australian workplaces

The ethical and business cases for diversity, equity and inclusion (DEI) are well known across Australian workplaces. More recently, staff shortages, one of the most significant challenges facing Australian organisations in 2023 has emerged as another compelling reason for organisations to ensure their workplaces can attract, support and retain a diverse workforce. While much of the public debate is dedicated to the role that migration and skills can play in addressing staff shortages and other challenges; less attention is given to the impact that diverse, equitable and inclusive workplaces can have in attracting and retaining staff.

The Australian HR Institute (AHRI) undertook research in November and December 2022 to provide a perspective on the current state of DEI in Australian workplaces. The research included a survey of 307 HR professionals and gathered a number of case studies drawn from respondents.

Two clear themes emerge from the research:

1. There is a clear gap between employer awareness, intent and action. The vast majority (84%) of HR professionals say that DEI is critical to the future success of their organisation. However, only half (50%) of HR professionals say that their leaders see DEI as a priority for their organisation, while a similar proportion (49%) of HR professionals also that say that their organisation is not placing enough focus on DEI. The gap between intent and practice is reinforced by the survey data which also highlights relatively low levels of transparency in terms of collecting diversity data.
2. DEI activity in Australian workplaces focuses largely on gender and to a lesser extent Aboriginal and Torres Strait Islander peoples. Less effort is directed towards other underrepresented groups; for example, people living with disability, people who are LGBTQIA+ and those from a lower socio-economic background. There is also a widespread perception among HR professionals that many groups are under-represented in their own organisations.

There is an ethical, legal, economic and labour market imperative to creating diverse, equitable and inclusive workplaces in Australia. The pathway to realising this potential lies in leaders, managers and HR professionals working together to transform workplace culture through more deliberate interventions for the good of all Australian employees.