Your fortnightly newsletter from DCA. Together towards inclusion. |
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New guide to supporting neuroinclusion at work |
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Today marks the start of Neurodiversity Celebration Week, and DCA is launching a new practical resource, the Neurodiversity Data at Work guide, developed in partnership with Amaze.
The new guide is publicly available and provides practical advice on measuring and reporting on workplace neurodiversity respectfully, safely and accurately. It includes six guiding principles for collecting neurodiversity data at work, along with step-by-step guidance on how to approach this, including sample questions and reporting suggestions.
Built in consultation with neurodivergent people across Australia, Neurodiversity Data at Work provides practical, evidence-based guidance on collecting neurodiversity data through HR systems and workplace surveys. It draws on insights from a national community consultation survey of nearly 3,000 people, including more than 2,200 neurodivergent individuals, as well as HR and diversity and inclusion practitioners. The guide is grounded in lived experience and informed by national and international research.
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| New DCA resource section: Neuroinclusion |
DCA Members can also now access our resources on neurodiversity and neuroinclusion in a dedicated space in our resource library. Explore an overview of workplace neuroinclusion, the case for taking action, and leading practice guidelines to support your work. |
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How to use these new resources
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Leaders: further your understanding of neurodiversity, the case for collecting workforce neurodiversity data, and building neuroinclusive workplaces for all employees. |
D&I and HR practitioners: inform your collection and reporting of workforce neurodiversity data, to evaluate your workplace’s current practices for neuroinclusion (e.g. inclusive recruitment) and to support your ongoing work in neuroinclusion. |
Team members: explore some key concepts in neurodiversity and neuroinclusion, and understand small actions you can take to be a more neuroinclusive colleague.
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Neurodiversity is on the agenda – but measurement is still missing |
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As we celebrate the launch of DCA’s and Amaze’s Neurodiversity Data at Work guide, and the beginning of Neurodiversity Celebration Week (16-20 March), we’re sharing this blog by Amaze’s Alexandra Lazarus-Priestley and Dr Angela Neyland. |
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“Across recruitment, onboarding, and day-to-day management, the same friction points tend to emerge. They are rarely intentional. Instead, they are built into default ways of working: unclear expectations, informal progression criteria, ambiguous communication norms, and performance criteria that privilege particular ways of communicating, organising work, or demonstrating capability."
"Identifying where these barriers sit requires additional insight, including employee experience data, analysis of progression and retention trends, and review of everyday management practices.” | | |
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Read on for Alexandra and Angela’s insights on what’s needed to create meaningful change. |
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Commemorate the International Day for the Elimination of Racial Discrimination (IDERD) on 21 March |
21 March marks the International Day for the Elimination of Racial Discrimination (IDERD), but Australia remains the only country in the world that refer to it as “Harmony Day”. By naming the day accurately, workplaces can signal a commitment to targeting change at the systems that cause racialised harm and marginalisation in our workplaces. |
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Our blog from DCA's Racial Equity & Intersectionality Director, Dr Virginia Mapedzahama, PhD (she/her), emphasises the importance of courage over comfort when commemorating IDERD in the workplace. Normalising conversations about racism, including the discomfort they bring, strengthens racial literacy, drives accountability, and moves organisations toward equity. |
| Dr Virginia Mapedzahama, PhD |
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Is your organisation seeking D&I metrics, benchmarking, and branding? |
DCA’s Inclusive Employer Index is much more than a diversity and inclusion survey – it is a diagnostic tool enabling organisations to comprehensively assess and monitor the state of D&I in their workforce. The Index is open to members and non-members alike, and organisations whose results exceed national benchmarks are recognised as DCA’s Inclusive Employers for 2026-2027. |
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Why should my organisation participate? |
A diagnostic tool: Gather in-depth data effectively, respectfully and safely, and identify strengths and opportunities for your organisation’s D&I initiatives.
Data-driven decisions: Explore your data on an interactive dashboard allowing you to visualise, analyse and share results with leaders and teams.
Benchmark your success: Compare your results with the Australian workforce and other Index participants to see how you are tracking.
Build internal engagement: Foster both employee and leader engagement through an individualised case for action in your organisation. |
Neurodiversity: a new addition to the Inclusive Employer Index
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New this year, the Inclusive Employer Index now includes a question on neurodiversity. This enables your organisation to gather data on the neurodiversity of your workforce and the inclusion experiences of your neurodivergent employees. |
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Submit your Expression of Interest by 5 April 2026 for a 10% Early-bird discount. |
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Date: Thursday 26 March 2026
Time: 1:00 to 2:00 PM AEDT |
Date: Monday 30 March 2026
Time: 1:00 to 2:00 PM AEDT
Open to the public for a fee (free for DCA Members) First Nations people are rarely in roles that involve managing commercial, financial or enterprise risk.
Corporate Australia has an opportunity to invest in First Nations leadership, with a stronger focus on executive or board roles. |
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Brad Welsh (he/him)
Founder and CEO, Mawal |
| Bronwyn Dodd (she/her)
Director, DCA Board |
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The Hon Prof Kristina Keneally AO (she/her)
CEO, Sydney Children's Hospitals Foundation | |
Catherine Hunter (she/her)
CEO, DCA |
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Transgender Day of Visibility Explainer: Trans and gender diverse people’s rights in Australia |
31 March marks Transgender Day of Visibility – an important moment to recognise and celebrate the contributions, resilience, leadership and diversity of transgender and gender diverse people in our workplaces and communities. It’s also a timely opportunity to reflect on how organisations support inclusion year-round. Consider sharing stories, amplifying trans voices, and ensuring policies and practices create a safe and respectful environment for all employees.
Explore this helpful resource from the Australian Human Rights Commission outlining trans and gender diversity, the relevant laws, and practical considerations for workplace systems and policies: Trans and gender diverse people’s rights in Australia | Australian Human Rights Commission |
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Diversity Council Australia is proudly supported by |
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Diversity Council Australia Limited
Hub Customs House Level 4, 31 Alfred St
Sydney NSW 2000 |
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