Diversity Australia CEO Reports "Unprecedented" 300% Jump in Client Calls as Discrimination Crisis Hits Australian Workplaces

Leading consultancy firm experiencing unprecedented demand as new laws make it easier for workers to sue employers

Steven Asnicar remembers when his phone used to ring maybe three times a week with new client enquiries. These days, he can barely keep up.

The CEO of Diversity Australia says his firm has seen client demand explode by 300% over the past six months. Why? Australian businesses are scrambling to fix their workplace cultures before they end up in court - and with new federal laws making discrimination lawsuits cheaper and easier, prompting urgent action from business leaders.

"I've been doing this for 25 years, and I've never seen anything like it," Asnicar told reporters today. "Companies that previously showed little interest are now actively seeking our services. We're receiving significantly more enquiries than ever before."

The surge comes as workplace discrimination hits crisis levels across Australia. New research shows discrimination incidents have jumped from 22% to 30% of workers since 20211. 

Meanwhile, the Australian Human Rights Commission Amendment (Costs Protection) Act 2024 has fundamentally changed the legal game by removing financial barriers that previously deterred employees from pursuing discrimination claims2.

For diversity and inclusion consultants like Asnicar's team, demand has reached record levels. For Australian employers? Well, that's a different story.

Rapid Team Expansion to Meet Demand

Diversity Australia's team of specialist consultants has grown from eight to fifteen people this year alone, with plans to add five more before Christmas. 

The firm serves everyone from Fortune 500 companies to small family businesses - and right now, they're all worried about the same thing.

"It's not just about being nice anymore," explains Holly Stokes, the company's Chief Delivery Officer. "These new laws mean employers can get hit with massive legal bills even if they win a discrimination case. Smart businesses are realising prevention costs a lot less than litigation."

The firm offers everything from unconscious bias training to complete cultural overhauls. 

Recent clients have reported dramatic improvements within 12-18 months: better employee engagement, stronger innovation metrics, improved financial performance. 

But for many companies calling Diversity Australia, it's not about improvement - it's about survival.

Market Data Reveals Growing Crisis

Asnicar's experience reflects broader market trends that should worry every Australian business owner:

• Discrimination incidents up 36%: From 22% to 30% of workers since 20211
• Legal costs eliminated: New federal laws mean workers don't pay employer legal fees even if they lose2
• Performance gap widening: Companies with diverse leadership teams now outperform competitors by 36%3
• Consultant demand soaring: Professional DE&I services seeing unprecedented demand across all sectors

"The maths is pretty simple," Asnicar says. "Fixing your culture costs maybe $50,000 to $200,000 depending on company size. A single discrimination lawsuit? That can easily hit half a million or more once you factor in legal fees, settlements, and reputational damage."

More Than Just Legal Compliance

What sets Diversity Australia apart isn't just their timing - it's their approach. While many consultants focus on tick-box compliance, Asnicar's team specialises in what they call "systematic culture transformation."

The company holds Global Accreditation under the new Global Diversity Certification Frameworks. They align with Global ISO Diversity and Inclusion Standards, Australian Inclusive Service Standards, and ASX Corporate Governance requirements. It sounds technical, but the results speak for themselves.

"We don't do one-off training sessions where everyone feels good for a week then goes back to old habits," Stokes explains. "We build sustainable systems that change how people actually interact at work."

Their proprietary Diversity & Inclusion Attitudinal Survey - developed with research partner Urban Research - helps organisations identify exactly where problems exist before designing targeted solutions.

Industry-Specific Challenges Require Tailored Solutions

Asnicar's 25-year background as a senior executive across energy, healthcare, transport, and logistics gives him unique insight into how different industries face different inclusion challenges.

Mining companies battle entrenched masculine cultures and remote work complications. 

Healthcare organisations deal with shift patterns and hierarchical structures that can amplify discrimination risks. 

Financial services firms wrestle with subtle biases in client assignments and promotion decisions.

"Generic diversity training rarely works," notes Asnicar, who holds an Executive MBA from Bond University and maintains professional qualifications as a RABQSA Auditor. "You need consultants who understand your specific industry dynamics and operational realities."

His LinkedIn following has grown to over 26,000 people - mostly senior executives seeking guidance on navigating Australia's evolving legal landscape.

Legislative Pressure Creates Perfect Storm

The timing of increased demand isn't coincidental. Several critical developments have created what employment lawyers are calling a "perfect storm" for Australian businesses:

New Cost Protection Laws: The Australian Human Rights Commission Amendment (Costs Protection) Act 2024 eliminated financial deterrents for workers bringing discrimination claims. Previously, unsuccessful claimants risked paying substantial employer legal costs.

Positive Duty Requirements: Federal anti-discrimination law now requires organisations to prevent discrimination proactively rather than reactively. This represents a fundamental shift from previous frameworks.

Psychosocial Safety Regulations: New laws across most Australian states mandate active mental health risk management, adding another layer of compliance complexity.

Performance Evidence: McKinsey research shows companies with diverse executive teams achieve 36% higher profitability3, making inclusion a competitive advantage rather than just a legal requirement.

Technology Complicates Traditional Approaches

The shift toward hybrid and remote work has thrown traditional inclusion strategies out the window. Relationship-building approaches that worked in person don't translate well to virtual environments.

"We're helping organisations completely rethink how they build inclusive cultures when half their team works from home," Stokes explains. "It's not just about Zoom etiquette - it's about fundamentally different ways of creating psychological safety at work and connection."

Artificial intelligence and automation present both opportunities and risks for workplace diversity. Diversity Australia helps organisations implement these technologies to reduce rather than amplify existing biases.

Real Results from Real Clients

While Asnicar can't name specific clients due to confidentiality agreements, he's happy to share success stories that demonstrate his team's impact.

One major mining company saw 40% improvement in employee engagement scores within eighteen months of implementing Diversity Australia's culture change program. 

A healthcare organisation reduced staff turnover by 25% after addressing inclusion barriers that particularly affected night-shift workers.

"The business case keeps getting stronger," Asnicar says. "We're seeing clients save millions in recruitment costs alone, not to mention improved innovation and customer satisfaction."

Companies with above-average diversity practices report substantially lower turnover costs, with estimates suggesting savings of $15,000 - $50,000 per prevented departure, depending on role seniority.

Looking Ahead: Demographic Trends Drive Continued Growth

Australia's increasingly multicultural population and evolving generational workplace expectations suggest demand for specialised DE&I expertise will only grow.

"Demographics don't lie," Asnicar predicts. "Generation Z workers expect inclusive workplaces as a basic requirement, not a nice-to-have. Companies that don't adapt will struggle to attract and retain talent."

The firm is expanding rapidly to meet demand, developing new service offerings and building partnerships across Australia and New Zealand.

"We're already seeing significant differences in talent attraction between companies embracing genuine culture change versus those still treating diversity as paperwork," he adds.

About Diversity Australia

Founded by Steven Asnicar, Diversity Australia has become the nation's premier diversity, equity and inclusion professional services firm. 

The company specialises in building sustainable, high-performing cultures across Australia and New Zealand.

The firm's comprehensive approach combines consulting, training, research, and strategic implementation to deliver measurable business outcomes. Their client base spans Fortune 500 corporations to emerging enterprises across all major industry sectors.

Diversity Australia maintains Global Accreditation under the Global Diversity Certification Frameworks and works to international standards that facilitate fairness and dignity for all at work.

Media Contact Information

Diversity Australia
Phone: 07 3118 6166
Website: www.diversityaustralia.com.au

Steven Asnicar, CEO
Available for interviews by appointment
25 years of senior executive experience across multiple industries
Executive MBA, Bond University
Professional RABQSA Auditor qualification