Diversity & inclusion (553 items)

Large differences in discretionary payments remain a key driver of gender pay gaps, and unless employers start prizing transparency and redefining performance, they're likely to remain, an expert says.

A first-of-its-kind guide on capturing and reporting on workforce neurodiversity data aims to equip employers to identify and act on their neuroinclusion 'pain points'.

When workplaces harness their "superpowers" of empathy, creativity, systems thinking and wisdom, employees over 50 offer "the ideal workforce for the modern world", a career coach says.

More than half of employers have reduced their gender pay gap, according to new WGEA reporting, but the data serves as a "reality check" for anyone who thinks Australia has achieved equality in the workplace.

Around three in four workers support their organisation taking action to create a diverse and inclusive workplace, but only 59% describe their organisation as inclusive, according to new research.

Organisations are more likely to achieve gender and intersectional equity when their leaders understand their own privilege and power, according to an award-winning executive who's witnessed these moments of enlightenment first-hand.

Workplaces and work practices that cater for cognitive difference benefit everyone, according to an occupational therapist who describes neurodiversity as "one of the great untapped sources of innovation in the workforce".

• Scorecard shows more women holding Government board roles
  
• Controversial psychological injury amendments pass
  
• Hiring frictions are "increasing, not easing"

Regulatory and legislative change are creating a stronger framework for gender equality in the workplace, but the struggle to translate policy into practice continues, according to a leader in the space.

Employees' confidence that leaders genuinely prioritise their wellbeing is continuing to decline, new data suggests. Meanwhile, the treatment of LGBTIQ+ employees at work is getting worse, not better.