Diversity & Inclusion Changing the Future of Business Monday, 13 February 2017

Businesses are recognising the benefits a diverse and inclusive workplace can bring, both to their bottom line and to the effectiveness of all employees. 

It’s increasingly recognised that diversity and inclusion enhances decision making, increases profitability and improves staff engagement – all of which can improve business outcomes.

When people think of diversity, many focus on gender alone.

However, diversity includes much more than just gender, including: age, cultural background, sexual orientation and physical and mental disability. Diversity refers more broadly to people’s diversity of background, experiences and ideas.

Since the 1970s Australia has had laws that outlaw discrimination and encourage equal opportunity.

These changes have reflected changing social attitudes and demographics as well as global business norms. 

The Australian population has also become more diverse. People either born overseas, and individuals with one (or both) parents born in another country, now make up more than 45 percent Australians.[1]

In the workforce, more than 45 percent are women[2], 26 percent were born overseas,[3] approximately 3 percent are indigenous[4],  11 percent are of diverse sexual orientation or gender identity[5] and a growing number of workforce are now over 50 years old.[6]

ASC has recognised that positive improvements in business outcomes can only be achieved by its most valuable resource, its people.

ASC employs more than 3000 skilled and experienced staff and contractors across its three sites in South Australia and Western Australia. It is a recognised leader in engineering excellence, innovation, project management and expert defence platform services across submarines and warships.

ASC - builder and maintainer of the Royal Australian Navy Collins Class Submarines and shipbuilder of the Air Warfare Destroyers - set out to create a work environment which encourages retention of staff, attracts the highest calibre of available talent and improves the effectiveness of its existing staff.

ASC’s objective is to create a work environment where staff are valued and respected, where biases - subconscious or otherwise - are recognised and managed, and where individuals feel supported to perform at their best, regardless of their background or identity.

ASC is building a culture where their staff is valued for their unique contribution.

In establishing a diversity and inclusion program, the first step in any change is commitment.

The ASC Executive reviewed the research and understood the value proposition for such a program - becoming an employer of choice and achieving its business objectives faster. 

With engagement of employees across the business and the help of industry experts, Diversity Inclusion, a comprehensive plan was developed and ASC and its Executive committed to its roll out across the organisation.

Just over 12 months into the program, the progress has seen communication and engagement, with staff building momentum.

Building an inclusive culture is being realised, leading to ASC producing and retaining highly capable and skilled staff. 

The future is exciting for ASC’s increasingly diverse and empowered workforce, whether they be delivering Australia’s future submarine or warship capabilities.

ASC’s Chief Engineer and Diversity and Inclusion Program Advocate, Mike Poynter, will be discussing ASC’s journey and the overall benefit of applying diversity policies in the workplace at Engineers Australia’s March 7 event - Diversity and Inclusion - Industry insights: a case study from ASC.




[1] ABS, 2011

[2] Workplace Gender Equality Agency, Gender workplace statistics at a glance (December 2014) p 1.

[3] ABS, 2011

[4] ABS, 2011

[6] ABS, 2011