Our growing diversity and inclusive culture is understood by all to support the excellence of our science, increase our impact for the nation and enhance our future vibrancy.

We are committed to developing and maintaining a culture that respects, values and actively pursues the benefits of a diverse workforce in which discriminatory policies and practices are not tolerated. Detailed objectives, strategies and performance indicators to achieve this end are contained in our Diversity and Inclusion Plan 2011-2015.

About diversity and inclusion

CSIRO has a large and diverse workforce and its people and culture are fundamental to its ability to innovate and deliver solutions that provide profound impact for Australia and globally.

CSIRO's 2012-15 Diversity and Inclusion Strategy focuses on activities that will grow diversity, foster an inclusive culture and support science excellence, including:

  • Clear diversity aspirations for the future e.g. increasing the number of scientists who are under 35, female and culturally or linguistically diverse;
  • Building capability and accountability for all leaders and staff through the implementation of targeted learning solutions;
  • Resources to support leaders and diversity groups;
  • Addressing barriers to adoption of diversity programs; and
  • Reviewing, monitoring and measuring progress and performance.

What we mean by diversity and inclusion

Diversity means difference. It can be visible (gender, culture, age) or invisible (training, background, life experiences) - regardless, it adds value to our problem solving, decision-making and creativity.

Diversity is the collective mixture of characteristics that exists amongst staff or the community in general. It can refer to function, experience, discipline, education, socio-economic background, marital status, personality profile, gender, age, language, ethnicity, culture, sexual orientation, religion, family responsibility or physical/mental impairment.

Inclusion means everyone feeling valued, respected and comfortable - no matter what their difference.

CSIRO is an equal opportunity employer. Staff are appointed or promoted on their individual merits and capacity to perform, regardless of sex, age, sexual preference, marital status, race, ethnic origin, or disabilities. It is critical to the achievement of our business goals that we have a culture which respects, values and actively pursues the benefits of the diversity we have in CSIRO.

Indigenous Engagement Strategy

CSIRO initiated its Indigenous Engagement Strategy in July 2007. The strategy aims to achieve greater Indigenous participation in CSIRO's research and development agenda and activities.


CSIRO recognises that many staff have family responsibilities which impinge on their capacity to participate effectively in the work force. CSIRO has facilitated the provision of on-site child care at three major sites as a key strategy to attract and retain staff. A variety of alternative child care support services are offered especially for smaller sites and for other sites where it is not practical to establish an on-site facility.

GLBTI@CSIRO staff network

The GLBTI@CSIRO staff network was established in 2013 to provide professional and social networking opportunities for gay, lesbian, bisexual, transgender and intersex (GLBTI) identifying and GLBTI-friendly people across all sites and disciplines; both science and science-support.

An effective diversity and inclusion culture is an important part of a successful organisation. This network is aligned with CSIRO's aim to become a fully inclusive workplace where individuals can bring their whole selves to work; and feel valued in their contribution. We welcome people of all ages, levels, and backgrounds across the organisation. Everyone is encouraged to participate regardless of sexual orientation or gender identity.

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