Introduction

The Consult Australia Diversity & Inclusion Knowledge Hub is funded by the 2023 NSW Government Women in Construction grant.

It is aimed at breaking down barriers in the industry and it provides practical tools, insights, and case studies to promote gender and cultural inclusion in the workplace.

The hub offers best practices for improving diversity, overcoming common challenges faced by women, and actionable steps to create supportive environments.

Member businesses can access tailored guides, explore statistics on diversity gaps, and find solutions to drive equity and inclusion within their organizations. Additionally, the knowledge hub provides templates and workshops focused on implementing inclusion strategies, and success stories from businesses that have benefited from this funding.

Your feedback is welcomed and can sent to education@consultaustralia.com.au

Benefits - Why Diversity and Inclusion Matters

Diversity wins - a business case for better performance

Companies in the top quartile for gender diversity on executive teams are 25% more likely to have above-average profitability than those in the fourth quartile, and that figure jumps to 36% when it comes to ethnic and cultural diversity.

Source: Diversity Wins: How Inclusion Matters, McKinsey 2020

Employees speak - no more silence on discrimination

Edelman Trust Barometer 2023 revealed 75 per cent of people want their CEOs to take a stand to address discrimination, and 69 per cent of people want an organisation to have a strong social impact before they will consider working for them.

Employees speak - no more silence on discrimination

“For every 100 men promoted from entry level to manager, 87 women were promoted. For women of colour, falls to 73. As a result of this “broken rung,” women fall behind and can’t catch up.”

Women in the Workplace 2023, McKinsey

Progress slow, though demand is high

The business case is well-established, yet progress remains remarkably slow. In Australia, whilst women comprise over half of the overall workforce, the higher they rise the fewer they are in number - 39% as senior managers, 37% as Key Management Personnel, and 22% CEO.

Source: Gender Equality Scorecard: 2022-23 WGEA

Disadvantages for women in the workforce

Gender Pay Gap

A key contributor to the gender pay gap is the motherhood penalty. “The arrival of a child reduces women’s earnings by around 55 per cent in the first 5 years, while men’s earnings are not significantly affected. This earnings gap remains high for up to 10 years after the arrival of the first child, even for women who only have one child.”

Domestic and family violence

Public life in Australia is still marked by gender inequality. In our legal and political systems, and in workplaces and the community, men continue to hold the majority of power and influence. This inequality is a key driver of domestic and family violence.

Vulnerability and homelessness

Women over 55 are the fasted growing segment of people experiencing homelessness. Socio-economic status and gender norms mean that older women often have lower salaries, savings, and superannuation than men. They are also burdened with caring and reproductive responsibilities and are more likely to experience violence. “For every 100 men promoted from entry level to manager, 87 women were promoted. For women of colour, falls to 73. As a result of this “broken rung,”women fall behind and can’t catch up.” Women in the Workplace 2023, McKinsley