D&I action has reached record highs in Australian workplaces

Promising signs are emerging in Australian workplaces as more organisations take action and fewer employees oppose D&I efforts.

The Diversity Council Australia’s (DCA) 2025–2026 Inclusion@Work Index found support for diversity and inclusion (D&I) continues to trend upwards in the workplace, but the work isn’t done yet.

Just over three-quarters of all surveyed workers support efforts by their organisation to create a diverse and inclusive workplace. According to the DCA, support has remained consistent over time, with the 2 per cent increase from 2023–2024 encouraging, given the already high level of support.

Improvements in worker experiences were also recorded – more than 56 per cent of workers reported they work in an inclusive team, up 10 per cent from 2024, and this report also saw 8 per cent more employees claiming to work in an inclusive organisation, increasing to 59 per cent.

Significantly, the highest level of organisational action on D&I – 62 per cent – was recorded since the survey’s inception in 2017.

On the other end of the spectrum, only 5 per cent of workers oppose organisational action, 2 per cent lower than last year.

According to DCA CEO Catherine Hunter, the research series has been defined by a focus on workers’ voices.

“While commentary about diversity and inclusion comes and goes, workers across Australia are telling us they continue to back action that creates fairer and more inclusive workplaces, and opposition remains low,” she said.

“These findings reinforce that employees recognise the benefits of inclusion, and Australian organisations are continuing to invest in building fairer, safer and more inclusive environments.”

Correspondingly, rates of reported discrimination fell in accordance with increased preventative action. However, the issue remained widespread, with nearly one in four workers reporting they experienced harassment in 2025. This did drop from 30 per cent in 2024, suggesting inclusion efforts are having a positive impact.

This goes for day-to-day employee experience as well, which has seen fewer instances of being ignored, having assumptions made about ability or being left out of social activities.

The focus remains, according to Hunter, on the marginalised workers who continue to experience disproportionately high levels of discrimination.

“Although this index recorded the highest levels of action we’ve seen, nearly one in five workers still say their organisation isn’t taking action,” she said.

She explained that a data-led approach to workplace inclusion may have a stronger effect.

“Workplaces that take targeted, evidence-led action see better outcomes, including improved wellbeing, stronger performance and productivity, and importantly, significantly lower levels of discrimination and harassment,” Hunter said.

“As organisations navigate an increasingly complex world, inclusion cannot be viewed as optional. When people feel safe, respected and included, they do their best work. That doesn’t only benefit organisations, it contributes to a fairer, more unified society.”

These findings originate from the DCA’s 5th instalment of its biennial research on inclusion across the Australian workforce.