DCA: Workers With Disability Still Experiencing High Levels of Workplace Discrimination: Why Inclusion Must Be Embedded, Not Optional

New findings from Diversity Council Australia’s 2025–2026 Inclusion@Work Index highlight why organisations must shift from good intentions to structural action.

Australia has made progress in employing people with disability, but the newest data from Diversity Council Australia (DCA) shows that discrimination within workplaces is still widespread, persistent and deeply harmful.

During a recent ABC Radio interview, Dr Rose D’Almada-Remedios, DCA Head of Research, shared early findings from the upcoming 2025–2026 Inclusion@Work Index, revealing the gap that continues to separate workers with disability from their non-disabled peers.

With permission for the DCA, we share a snapshot of their findings. The full report is to be released later this month.

What the New Data Shows

According to DCA’s early release:

• 47% of workers with disability reported discrimination and/or harassment in the past 12 months.
• That compares to 25% of workers without disability, meaning workers with disability are almost twice as likely to face harmful behaviours.
• This is an increase from the 2023–2024 Index, which found 42% had experienced discrimination or harassment.

DCA CEO Catherine Hunter emphasised the impact clearly:

“These findings make it clear that many workers with disability across Australia are still working in environments that undermine their safety, wellbeing, and ability to contribute fully.”

She added that while organisational attention to disability inclusion is increasing, what’s needed now is deep, sustained commitment that embeds inclusion into everyday workplace practice.

Read the full media list from the DCA

It’s Not a People Problem. It’s a Workplace Problem

One of the most powerful insights from the ABC interview was this:

“We have seen a great increase in the number of people with disability employed, but discrimination continues inside the workplace. Systemic issues mean it’s not a people problem; it’s a workplace problem.”

Examples of discrimination may include:

• Unwanted comments, jokes or slurs
• Being overlooked for promotions or career development
• Microaggressions
• Lack of adjustments or inaccessible processes

These are not minor frustrations, they are barriers that limit opportunity, psychological safety, and economic participation.

Accessibility Helps Everyone

The interview also highlighted an essential truth:

“Things that are accessible for people with disability are accessible for everyone in your organisation and your clients and customers as well.”

Accessibility is not a niche issue.
It improves productivity, retention, wellbeing, and customer experience across the board.

What Organisations Can Do Right Now?

DCA’s Head of Research, Dr Rose D’Almada‑Remedios, outlined clear, practical steps organisations can take:

1. Build disability confidence and awareness

“If people could commit to one thing, it’s to start by building their disability confidence and awareness. There is an amazing amount of resources out there to get started and everyone benefits.”

(EmployAbility is proud to be one of those resources.)

2. Make accessibility the default

Not an add‑on. Not by request. The default.

3. Embed accessibility into recruitment and work processes

This includes job ads, interviews, onboarding, systems, and daily workplace tools.

4. Co‑design policies with employees with disability

“Managers should co‑create policies with employees with disability to ensure you’re centring lived experience.”

5. Make workplace adjustments easy, fast and transparent to access

No red tape. No gatekeeping. Just support.

Why This Matters to Us

This interview validates what we see every day:

• People with disability bring immense value, skills, and innovation.
• Barriers are overwhelmingly systemic, not individual.
• Organisations want to be more inclusive but often don’t know where to start.

Our mission has always been to bridge that gap. Through training, lived experience‑led education, workplace adjustment support, and our specialist employment services, we help organisations move from intention to impact.

The DCA interview reinforces something we have always believed: Inclusion is not achieved through goodwill alone. It requires structured, embedded, measurable action, and we’re here to help organisations take that step.

Watch the Full Interview

You can listen to the full ABC interview here:
https://vimeo.com/1147146006?fl=ip&fe=ec

Explore DCA’s Inclusion@Work Index Hub to see past editions of this important research: www.dca.org.au/inclusion-work-index-hub

Final Thoughts

As Australia prepares for the full release of the 2025–2026 Inclusion@Work Index in February 2026, one thing is clear:
We have the insight.
We have the tools.
We have the evidence.

Now, we need the commitment.

If your organisation is ready to strengthen inclusion, accessibility and disability confidence, we’re here to support you every step of the way.