Twenty-fourth International Conference on Diversity in Organizations, Communities & Nations

Abstract

Little is known about the progress and subsequent maturity of diversity and inclusion (D&I) practice in Australian organisations beyond annual reporting of workforce profile data tracking women’s advancement in senior roles and gender pay gap. This research critically examines D&I practices and perceptions captured via surveys, mapping results against eleven dimensions within a three-stage D&I maturity model. Results enable comparison between 2023 progress markers against a similar study in 2016. Perceptions on current D&I practices were collected using on-line surveys completed by employees of varying organisation type and size within Australia. Analysis shows significant slippage in D&I practice with organisations at the ‘advanced maturity stage’ (i.e. Stage 3) declining from 24% in 2016 to 10% in 2023. Dimension level changes show specific areas of maturity decline including the strategic appetite of executive leaders to prioritise D&I, and leaders visibly championing D&I. Changes mean Stage 3 maturity will remain elusive without system-wide commitment to workplace culture reform by leaders and by taking greater ownership of D&I strategy. Findings have implications for practitioners in engaging and sustaining leader buy-in to advance D&I maturity, ensuring all talent can thrive, operate at their best and support organisational excellence.