Mapping the state of inclusion in the Australian workforce
The Inclusion@Work Index is DCA’s biennial survey that maps and tracks the state of inclusion in the Australian workforce.
The Index allows us to track progress, or the lack thereof, over time, and explore how inclusive workplaces are for a diversity of workers.
It also highlights how workplace inclusion and exclusion impact both employees and business performance.
Member-only resources
- Full report
- Turning insights to action: use insights from the Index to build inclusion in your workplace
Public resource
- Synopsis report
Explore key findings from 2025-2026:
Contrary to media reports, more workers now perceive their organisations are taking action on D&I.
62% of workers reported that their organisation is taking action on D&I, compared with 56% in the previous Index report.
Workers’ support for D&I action remains strong.
3 in 4 (76%) workers supported or strongly supported their organisation taking action to create a workplace that is diverse and inclusive.
only 5% of workers in Australia opposed or strongly opposed their organisation taking this action – down from 7% in 2023.
Gender is still a significant ‘fault line’ in support.
81% of women support their organisations taking D&I action, as opposed to 73% of men, and only 3% of women oppose D&I action, compared to 8% of men.
Young men (aged 18-29) reported the highest levels of opposition, at 10%.
Percentage of workers who support their organisation taking D&I action
The proportion of inclusive managers are lagging behind inclusive teams and organisations.
Only 35% of workers said their manager is inclusive – a figure which has been stagnant since 2019. This can be compared to 56% of workers who reported their team is inclusive, and 59% of workers who reported that their organisation is inclusive.
The numbers are clear: inclusive leadership matters.
Workers who had inclusive managers reported significantly higher levels of their team working effectively together, being willing to work extra hard, being innovative and providing excellent customer service, than workers whose managers were non-inclusive.
D&I active organisations benefit the majority, too.
The report findings showed that inclusion is good for everyone, not just people from marginalised groups.
As an example, men in D&I active organisations reported higher job satisfaction (57% were satisfied) than those in D&I inactive organisations (only 31% were satisfied).
Furthermore, 55% of men D&I active organisations reported work had a positive or very positive impact on their mental health, compared to only 35% in D&I inactive organisations.
Greater satisfaction for everyone
Greater wellbeing for everyone
Greater career development for everyone
Greater inclusion for everyone
Have you also accessed?
Materials contained in this document are © Copyright of DCA Ltd, 2026 and come under our Terms of Use and Privacy Statement. If you wish to use any content contained in this report, please contact DCA at research@dca.org.au, to seek consent.
Where you wish to refer to our research publicly, it must be correctly attributed to DCA.
- Formal attribution to DCA is required where references to DCA research material are in a written format.
- Citing DCA as a source will suffice where the reference is made in a verbal format.
Suggested citation: Diversity Council Australia (R D’Almada-Remedios, E Tynan and D Wu), Inclusion@Work Index 2025–2026, DCA, Sydney, 2026.
INCLUSION@WORK INDEX logo is a Registered Trade Mark of Diversity Council Australia Limited.
To request an accessible alternative format of any document, please email admin@dca.org.au. Please let us know which format you need and for which document. While DCA will do its best to provide you with the alternative you need, please be aware that not all formats may be available.
Member-only content
Gain full access with DCA membership!
If your organisation has just signed up, your access will be activated as soon as payment is received.