How different backgrounds contribute to a stronger workplace
A workplace built on fairness and a sense of belonging is one where people feel comfortable bringing their own backgrounds, identities and experiences to their work. When individuals with different histories, abilities, cultures and perspectives come together, the result is a setting shaped by many intersecting life experiences rather than a single viewpoint. This mix can create a richer, more genuine environment where everyone has space to contribute.
In Australia, national and state laws regulate equal employment opportunity and anti-discrimination in the workplace. As an employer, you need to understand your rights and responsibilities under anti-discrimination and human rights laws.
Some examples of diversity in the workplace include having individuals of different
- races
- genders
- nationalities
- ethnicities
- physical abilities
- neurotypes
- educational backgrounds
- locations.
This approach to creating opportunities for belonging and wellbeing goes beyond race and gender to incorporate a wide range of differences.
Australian anti-discrimination and human rights laws
Australia has both federal and state/territory laws in place to tackle discrimination.
The following laws operate at a Commonwealth level in Australia:
- Age Discrimination Act 2004
- Australian Human Rights Commission Act 1986
- Disability Discrimination Act 1992
- Racial Discrimination Act 1975
- Sex Discrimination Act 1984.
The following laws operate at a state and territory level in Australia:
- Australian Capital Territory – Discrimination Act 1991
- New South Wales – Anti-Discrimination Act 1977
- Northern Territory – Anti-Discrimination Act 1996
- Queensland – Anti-Discrimination Act 1991
- South Australia – Equal Opportunity Act 1984
- Tasmania – Anti-Discrimination Act 1998
- Victoria – Equal Opportunity Act 2010
- Western Australia – Equal Opportunity Act 1984.
Commonwealth laws and state/territory laws generally overlap and prohibit the same types of discrimination. Both state/territory laws and Commonwealth laws apply, so employers have to comply with both.
What are the benefits of workplaces where everyone feels valued?
Workplaces where people feel respected, welcome, and able to contribute often see a range of positive outcomes for both employers and employees. Below are some areas where these benefits commonly appear.
Larger range of potential candidates
When organisations keep their hiring criteria open enough to welcome applicants with different experiences and backgrounds, a wider pool of capable people becomes available. Being open to hiring staff from any background makes it more likely that you’ll attract top talents in their fields. Research from the Department of Immigration and Citizenship notes that migrants contribute significantly to Australia’s economy, highlighting the value that varied life experiences can bring.
Broader ideas and problem-solving
Teams made up of people with different viewpoints and histories tend to offer a wider spread of ideas, approaches, and solutions. This variety can support new thinking and help a business respond to challenges in more flexible ways.
Better connection to global customers
In an economy where many transactions cross borders, staff who understand specific cultures or markets can offer insights into customer preferences, communication styles and local expectations. This knowledge can support stronger relationships with overseas clients and help businesses operate more confidently in international settings.
Greater stability
Workplaces where people feel they matter, belong and can contribute meaningfully often experience steadier staffing levels. When employees choose to stay, the organisation retains skills, reduces turnover costs and maintains continuity.
Strong reputation
Organisations recognised for treating people fairly and welcoming individuals from all backgrounds often gain goodwill from customers and potential hires alike. This can strengthen brand perception and make the company more appealing to those considering where to work or who to do business with.
Workplace diversity considerations
If you’re not sure about whether your organisation demonstrates community, openness and genuine belonging, here are some things to consider.
Current situation
Consider reviewing and analysing the variety in your current workforce. Do your employees reflect a broad range of backgrounds, experiences and perspectives? What recruitment and hiring processes have shaped this? Understanding the makeup of your team helps identify where people may or may not feel they have space to contribute.
Leadership
When a leadership team reflects the range of people within the business, it can help staff feel understood and supported. It signals that leaders can relate to different life experiences and are mindful of the needs that come with them.
Goals
Think about what you want to achieve in terms of creating a workplace that offers fair opportunities and supports everyone’s wellbeing. Clear goals help guide practical steps and make progress easier to measure.
Training
Consider offering training that helps staff understand the importance of a workplace where everyone feels they can participate fully and belong. This can build awareness, confidence and a more welcoming everyday culture.
Unconscious bias
Unconscious bias happens when assumptions – often negative – are made about someone’s capability, behaviour or character based on appearance or conduct, without real awareness that these judgements are occurring. Recognising this pattern is the first step in reducing its impact.
Celebration
People are more likely to stay when they feel valued. Many employees appreciate when their personal backgrounds and experiences are acknowledged and positively recognised within the business.
Benefits that extend beyond your company
A workplace that welcomes a broad mix of people can create positive effects well outside its own walls. Partners, suppliers and customers from groups that may not always be represented in traditional business networks can offer perspectives and knowledge that enrich day-to-day operations. Their insights may open doors to new ideas, markets and ways of working that help set a business apart from competitors who rely on more limited viewpoints.
Attention to fairness and belonging within the organisation is one part of the picture, but there can also be value in looking outward. When companies build relationships with people from a wide range of backgrounds, and when they hire and support staff with equally varied experiences, the result is often a more resilient, well-rounded business that benefits both the organisation and the people who work within it.
Read more: When you are ready to hire, visit our Hiring Resources for Employers page to help you get started.
