Amaze and Diversity Council Australia have partnered to provide organisations with a practical resource on measuring and reporting on workforce neurodiversity respectfully, safely and accurately.
A 2020 study estimated that between 15 and 20 per cent of the world’s population are . neurodivergenti. Despite this, very few organisations collect workforce neurodiversity data.
There is no legislative requirement for organisations to publicly track or report on workforce neurodiversity in Australia. This means there is limited information on the representation of neurodivergent employees in organisations, their inclusion experiences, or on how their career trajectories compare with those of neurotypical employees.
Reflecting this lack of data, research shows that most organisations have been unable to leverage neuroinclusion in their workplace¹.
Neurodiversity data supports workplace neuroinclusion
Neurodiversity data is a powerful tool to support organisations in their neuroinclusion work. Collecting this enables organisations to understand the neurodiversity of their workforce, identify neuroinclusion pain points, and track the impact of their neuroinclusion initiatives.
How to use this guide to support neuroinclusion
Our practical guide outlines how organisations can capture diversity data related to neurodivergence. The data workplaces collect can be used to improve how organisations work by tracking neuroinclusion initiatives to:
- identify barriers to workplace progression and hiring
- create clearer expectations
- provide transparent progression
- allow for universal design and workplace adjustments
- support communication that reduces ambiguity and cognitive load.
When used with other data collected by organisations, these measures can be used to:
- explore experiences of neurodivergent employees alongside other diversity dimensions
- draw out specific insights related to workplace inclusion
- explore intersectional experiences at work.
Neuroinclusion in the workplace is about creating environments where people with different ways of thinking and processing information can succeed without requiring them to share information about their neurodivergence out of necessity. Collecting neurodiversity data in ways that allow employees to self-describe their identities and experiences of neurodivergence signals greater inclusion and generates more useful, nuanced insights compared to approaches limited to specific medical diagnostic categories alone.
Guiding principles for collecting neurodiversity data
Behind neurodiversity data are people and their lived experiences. Sharing neurodivergent experiences can involve sensitive lived experiences of inclusion and exclusion that may be difficult for people to share.
Our research includes 6 guiding principles to ensure that worker neurodiversity data is collected respectfully, safely, accurately and effectively:
Principle 1: Self-identity is critical – for respect and for accuracy
Principle 2: Prioritise employee safety and trust when collecting neurodiversity data
Principle 3: Recognise risk – both in collecting and not collecting neurodiversity data
Principle 4: Ensure data privacy and confidentiality
Principle 5: Make your neurodiversity data approach accessible to all – when collecting, communicating and reporting
Principle 6: Commit to action on results of data
Download the infographic
Download the research
DCA resources
Additional resources
Want to use our research?
Materials contained in this document are © Copyright of Diversity Council Australia Ltd, 2026 and come under the 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.
Commercialising these materials is not permitted, including by providing training or consulting services to third parties for a fee or otherwise.
To refer to our research publicly, it must be correctly attributed to DCA and Amaze.
- Formal attribution to DCA and Amaze required where references to this research material are in a written format.
- Citing DCA and Amaze as a source will suffice where the reference is made in a verbal format.
Suggested citation: Amaze & Diversity Council Australia (2026). Neurodiversity Data at Work, Amaze & DCA, Melbourne, VIC.
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.
¹ Branicki et al., ‘Factors shaping the employment outcomes of neurodivergent and neurotypical people: Exploring the role of flexible and homeworking practices’; Volpone et al., ‘Shaping organisational climates to develop and leverage workforce neurodiversity’.