Celebrating neurodiversity at work: why data matters for neuroinclusion

As part of Neurodiversity Celebration Week (16–20 March 2026), Diversity Council Australia (DCA) is launching an important new research resource to help organisations take meaningful action on workplace neuroinclusion.

We spoke with Dr Rose D’Almada-Remedios, Head of Research at DCA, to get her insights on why data is such a critical enabler of neuroinclusive practice, how lived experience shaped the research, and what organisations can do to mark the week in ways that create real impact.

What can members expect to see from DCA during this year’s Neurodiversity Celebration Week?

This year, DCA is marking Neurodiversity Celebration Week with the launch of a significant new resource: the Neurodiversity Data at Work guide, developed over 12 months in partnership with Amaze. The guide equips organisations with respectful, inclusive and practical approaches to collecting and reporting neurodiversity data, which is essential for any organisation serious about building inclusion at work.

It outlines six guiding principles for respectful, safe and accurate data collection, alongside step-by-step guidance on how to approach collecting neurodiversity data — including sample questions and reporting suggestions.

To find out more, DCA members can join us for a special launch event.

We’re also launching DCA’s new Neuroinclusion resource page during the week. This will provide members with information on key definitions, state-of-play, the case for action and leading practice when it comes to neurodiversity and creating neuroinclusive workplaces.

How has the report centred lived experience, and why is this important?

Centring lived experience was a foundational principle of this project. Neurodivergent perspectives were embedded throughout the research process, from the project team itself to a large-scale consultation survey involving more than 2,200 people who identify as neurodivergent and/or as having neurodivergent differences.

Participants were asked:

• whether they would feel comfortable sharing neurodiversity‑related information at work
• where they would prefer to share it
• how they felt about the draft data questions.

Their insights were vital to shaping the final questions and the broader approach to ensuring both accuracy and respect in data design.

For D&I, HR and P&C practitioners, this is a powerful reminder: neuroinclusive practice cannot be crafted from the outside in. The expertise of neurodivergent people must be the anchor.

Who will be most interested in this new research and how will they benefit?

The guide will be especially valuable for people working in diversity and inclusion-related roles, HR, people analytics, and employee experience roles, especially those involving employee data collection. It provides guiding principles and practical considerations for collecting neurodiversity data to set organisations up for success. The guide also includes sample questions and response options for collecting this data, and guidance on reporting back on workforce neurodiversity data in ways that build trust and drive meaningful organisational change.

The guide is also a valuable learning resource for people who aren’t collecting neurodiversity data, but who want to learn more about neurodiversity and neurodivergence. For example, it includes clear explanations of key terms and when to use them (e.g. the difference between neurodiverse and neurodivergent), what is commonly included as a neurotype, and why self-identity is so important when it comes to neurodivergence.

Why is collecting data on neurodiversity important in the workplace?

The case for action is increasingly compelling. Higher wellbeing, improved organisational culture, and increased innovation and productivity are just some of the benefits linked to workforce neurodiversity and neuroinclusion.  Yet there remains a significant evidence gap in Australia. Many organisations lack clear insight into the neurodiversity of their workforce or the inclusion experiences of neurodivergent employees.

This is where neurodiversity data becomes a transformative tool. Collecting this data helps organisations:

• understand workforce composition
• identify neuroinclusion challenges
• track progress against inclusion initiatives
• signal clearly that neurodiversity is valued.

Data doesn’t just inform practice. It communicates respect, recognition, and commitment.

What are some of the ways employers can mark Neurodiversity Celebration Week?

Despite growing awareness, misconceptions and stereotypes about neurodivergence remain widespread in workplaces. One of the most impactful ways organisations can participate in Neurodiversity Celebration Week is by building awareness and capability across their workforce.

This might include:

• education sessions for leaders and managers
• employee resource group events
• highlight stories of neurodivergent employees (with consent)
• launching updated tools, resources, or initiatives
• reviewing practices through a neuroinclusive lens.

Raising awareness is a powerful step toward dismantling outdated assumptions and creating more neuroinclusive work environments for everyone.