Neurodivergence Data Collection Crucial to Inclusion
New guidance released March 2026 by Diversity Council Australia (DCA) and Autism inclusion organisation, ‘Amaze’, has drawn attention to a significant gap in workplace diversity practices. While 15-20% of the global population is estimated to be neurodivergent, very few employers collect any information which would help understand the needs, experiences and barriers faced by these employees.
According to DCA, failing to gather this data limits an organisation’s ability to design effective support systems, identify structural barriers or measure whether its inclusion initiatives are making a meaningful difference. More importantly, the deliberate exclusion of neurodivergence questions can be interpreted by employees as a sign that their organisation does not consider neuroinclusion a priority. As awareness continues to grow, silence on the topic may send an unintended message of exclusion.
The guidance emphasises that neurodivergence covers a broad spectrum of cognitive and neurological differences, including autism, ADHD, dyslexia, dyspraxia, dyscalculia, Tourette syndrome and mental health conditions. Many individuals’ self-identity based on their lived experience without a formal diagnosis, often due to financial, cultural or accessibility barriers. Recognising this diversity of experience is central to building data collection processes that are respectful, inclusive and fit for purpose.
The release focuses on helping employers establish a baseline approach. It stresses the importance of allowing employees to self-identify, being clear about how information will be used and protected and ensuring that any data collection method is genuinely accessible. Something as simple as tightly packed text can create barriers for employees with dyslexia, and vague or euphemistic language mat confuse or deter many neurodivergent workers. DA also highlights the need for strong privacy protections, noting that non-anonymous neurodiversity information is treated as sensitive data under privacy laws and must be handled with strict care.
One of the strongest messages in the guide is that collecting neurodiversity data should never become a hollow exercise. Organisations are encouraged to use the insights meaningfully, whether through public reporting, benchmarking, co-designing neuroinclusion initiatives or implementing proactive workplace adjustments. The purpose is not to create another administrative process, but to give employers a clearer understanding of the structural barriers that neurodivergent employees face and how those barriers can be removed.
The guidance recommends asking two questions: one that establishes whether an employee identifies as neurodivergent, and another that explores the type of neurodivergence they identify with, such as autism, ADHD, acquired brain injury, learning and communication differences, intellectual disability or mental health conditions. Employees should be able to select more than one options, recognising that co-occurring neurotypes are extremely common. As space for individuals to describe their neurodivergence in their own preferred terms is also encouraged. Importantly, this second question should only ever be asked in anonymous surveys, particularly in smaller organisations where individuals could be inadvertently identified.
DCA also stresses that neurodiversity should be addresses separately from disability in workforce surveys. Many people view the two categories as distinct. Combining them risks confusing the data or creating barriers to disclosure.
As workplace expectations continue to evolve, neuroinclusion is becoming a defining feature of modern employment culture. Employers who take proactive steps to collect respectful, transparent and accessible neurodiversity data will be better positioned to understand their workforce and to demonstrate genuine commitment to inclusion. The message from DCA is clear: neurodiversity cannot remain invisible in workplace reporting if organisations want to build environment where all employees can thrive.
