By Dr Ezaz Ahmed (pictured inset above) ,Lecturer in Human Resource Management in the Charles Sturt School of Business in Bathurst.

Diversity, equity and inclusion (DEI) and modern human resource (HR) practices are now an integral part of organisations’ HR strategies.

DEI is not merely a compliance issue; DEI is a practice and an organisations’ principle informing HR policies and companies’ cultures.

USA vs Australia

Global developments on DEI, particularly from the USA, are reshaping Australian businesses’ understanding of DEI.

DEI is still a significant topic of conversation in both Australia and the USA, but approaches differ depending on the legal, cultural and political landscape.

In the USA, DEI has been primarily promoted through corporate initiatives and affirmative-action policies designed to rectify historically unequal racial and discriminatory conditions.

But with recent political changes, including legal challenges to affirmative action, DEI programs in the USA have faced growing backlash, with some companies retreating from their diversity efforts.

Australia’s DEI practices are a much more legally mandated and endeavour to be integrated into overall corporate governance, requiring companies to actively cultivate equal opportunities and discrimination-free workplaces.

Unlike the USA, where DEI initiatives are mostly market-driven and shaped by corporate civil responsibility, companies in Australia are legally required to have diversity policies and report on gender pay gaps and workplace diversity.

In addition, DEI in Australia has a focus on Indigenous inclusion and multicultural integration due to the country’s diverse demographic make-up.

Thus, DEI is still a priority for both countries, but Australia’s emphasis on legal enforcement, cultural inclusivity and government-supported initiatives give it a different approach than the more corporate-driven movement seen in the USA, now also influenced by political movements.

In recent years the USA has experienced legal and political backlash, with conservative groups arguing that corporate diversity programs discriminate. A 2023 Supreme Court decision eliminated affirmative action in college admissions, prompting rollbacks of diversity policies in a wide range of sectors. The new Presidential executive orders have mandated companies, especially federal contractors, to abide by narrowed DEI limits.

This raises questions for both Australian subsidiaries of USA organisations, and multinational organisations that have operations in Australia:

Will organisations’ DEI strategies need adjustment to adhere to global trends?

Or should they keep prioritising DEI, despite its political pushback elsewhere?

Australian companies have stayed committed to DEI thus far and will continue to do so. In Australia, DEI is not only a business imperative but also a legal requirement, with strong legislative frameworks such as the Fair Work Act 2009, the Sex Discrimination Act 1984 and the Work Health and Safety Act 2011 ensuring workplace equality and protection against discrimination.

A 2023 survey showed 90 per cent of Australian HR and business leaders report DEI as a core component of their workforce strategy, and that 45 per cent of Australian job seekers would not work for a company that was not actively trying to improve its DEI initiatives.

This suggests that equity and inclusion is not only a moral imperative, but also a business necessity to attract and retain the best talent.

Australia’s stronger legal protections and a broadly supportive public attitude toward inclusion means that DEI initiatives are unlikely to be dismantled outright here.

Rather, global developments are a wake-up call for Australian organisations to double-down on clearly articulating the business case for DEI, and ensuring their initiatives are sound and defensible in law.

Importance of DEI education for future HR professionals in Australia

Diversity, equity and inclusion are no longer just theoretical ideals; they are tangible contributors in Australia’s growing economy.

For HR professionals, DEI expertise is no longer optional; it is an essential competency and for those entering human resource management (HRM), it’s the very basis to build workplaces that represent and honour the diverse world we inhabit.

HR leaders who have received a robust DEI education are well-equipped to create inclusive policies, advocate for systems that include global and legal issues and encourage workplace innovation that builds a more productive, engaged and resilient workforce, and a more equal Australian society.

As DEI becomes more central to HR practices, education in this area is increasingly essential for preparing future HR professionals.

Charles Sturt University HRM courses, which are all accredited by the Australian Human Resources Institute (AHRI), effectively embed DEI principles into HRM education, equipping graduates with the knowledge and skills required in employment law, cultural competency and inclusive leadership. The accreditation enhances the value of an HR qualification by ensuring alignment with industry-recognised HR standards.

The University ensures that its curriculum aligns with legal and industry standards while preparing students to address the complexities of workforce diversity through a strong focus on DEI integration.

By integrating DEI principles and legal expertise, Charles Sturt equips its graduates with the strategic and operational skills to lead effective HR initiatives that foster inclusive, compliant and high-performing workplaces.

The Charles Sturt School of Business offers five AHRI-accredited human resources-related courses, or courses with human resource management (HRM) specialisations:

• Bachelor of Business (HRM major)

• Graduate Certificate in Human Resource Management

• Master of Business Administration (HRM major)

• Master of Human Resource Management

• Master of Social and Organisational Leadership (HRM major)