A new year provides space to step back and set direction. For organisations, it’s an opportunity to reassess priorities and strengthen long-term plans – particularly as external pressures increasingly affect people’s sense of safety and inclusion at work.
At Diversity Council Australia (DCA), we know that clear evidence and practical guidance are essential to informed decision-making and organisational success. In 2026, we will continue to support our members with evidence-based research, practical tools, and meaningful opportunities to learn from each other.
Here’s a snapshot of what we have planned for the year ahead.
New research and tools launching in 2026
- Inclusion@Work Index 2025–2026: Now in its fifth iteration, the latest Inclusion@Work Index will provide a national snapshot of workplace inclusion in Australia. This flagship research tracks who experiences inclusion and exclusion at work, and provides a compelling case for change.
- Neurodiversity Data at Work: Developed in partnership with Amaze, this new resource will support organisations to capture workforce neurodiversity data in ways that are respectful, safe and evidence led.
- Sexual Harassment and Inclusion@Work: This upcoming report will explore the relationship between inclusion and sexual harassment. It will provide organisations with insights into how inclusion can help prevent harm and support safer workplaces for everyone.
- Age Exclusion at Work: In partnership with the Australian Human Rights Commission, this research will explore how age exclusion shows up for both younger and older workers, and provide evidence based actions to help employers create more age inclusive workplaces.
- Inclusion Across the Employee Lifecycle Toolkit: A new, practical toolkit designed to help organisations embed inclusion at every stage of employment, from recruitment and onboarding through to career progression, exiting and offboarding.
- Participate in the 2026–2027 Inclusive Employer Index: Organisations will have the opportunity to take part in DCA’s Inclusive Employer Index, allowing them to assess, benchmark and showcase their commitment to diversity and inclusion.
Events and opportunities to connect
In 2026, we’ll continue to create spaces for learning, reflection and connection through an expanded calendar of online, in-person and hybrid events.
This includes:
- In addition to our popular CEO Roundtables, DCA will introduce Chief People Officer Roundtables – an exciting new event series hosted across multiple states, bringing senior leaders together for candid, peer-to-peer conversations.
- A thought-provoking webinar program covering topics such as the ‘movable middle’, mental health, productivity, reimagining merit, the ageing workforce and more.
- Continued development of our D&I Days and Dates Calendar, making it more interactive and directly linked to relevant research and resources.
Deepening member engagement and impact
Strengthening how we engage with and support our members is a key priority for 2026. This includes:
- more personalised one-on-one member meetings, tailored communications, and expanded opportunities for peer learning
- member-only online forums, supporting connection and shared problem-solving across our network.
Want to schedule a meeting with our membership team? Book a time now.
RISE: consolidating impact and sharing learnings
In 2026, DCA’s RISE team will shift focus toward consolidating impact and strengthening organisational capability, while sharing the project’s significant contributions to intersectional change.
This includes:
- supporting participating organisations with final-stage Action Plan implementation
- supporting project partner CEW to launch a leadership program for CARM women
- project partner SSI wrapping up participant support programs
- launching a landmark RISE report.
Expanding education and learning pathways
We’ll be exploring new education programs, formats and learning pathways to meet evolving member needs, including:
- Inclusive Leadership Program
- Inclusive Employee Lifecycle Program
- Promoting and Reporting on Workplace Gender Equality
- Preventing and Addressing Sexual Harassment in the Workplace
- Intersectionality Fundamentals
We are also expanding our eLearning offerings and will explore new delivery methods and formats to support flexibility and accessibility for different industries.
A year of progress and important conversations
We thank our members, partners and supporters for their continued engagement and trust.
Your input strengthens our work and ensures it remains practical, relevant and grounded in real workplace experience.
We look forward to working with you in 2026 to build workplaces where people feel safe, respected and able to do their best work.