New research finds that LGBTIQ+ people still face disproportionately high levels of discrimination, harassment and exclusion at work.
Early release data from Diversity Council Australia’s (DCA) 2025-2026 Inclusion@Work Index has revealed 46% of surveyed LGBTIQ+ workers reported experiencing discrimination and/or harassment at work in the past year, compared with 26% of non-LGBTIQ+ workers. This means LGBTIQ+ workers were 1.5 times more likely to experience these behaviours.
The findings show that discrimination and harassment against LGBTIQ+ workers has increased since the last Inclusion@Work Index was released in 2024, when 39% of surveyed LGBTIQ+ workers reported experiencing this type of exclusion.
Released to coincide with Victoria’s Midsumma Festival (18 January-8 February) and Sydney Gay and Lesbian Mardi Gras (13 February-3 March), the findings provide timely insights into the experiences of LGBTIQ+ workers across Australia.
“As organisations celebrate LGBTIQ+ communities, this data highlights that workplaces can’t be complacent,” says DCA CEO Catherine Hunter.
“Our findings point to a persistent challenge within Australian workplaces. Organisations need practical, evidence-based approaches that address the systemic issues contributing to LGBTIQ+ exclusion.
“Workplaces that invest in inclusive cultures, visible and supportive leadership and clear policies are better positioned to reduce discrimination and create environments where all employees feel safe and respected.”
The data also shows that LGBTIQ+ workers experience everyday exclusion at significantly higher rates:
- 39% of surveyed LGBTIQ+ workers reported being left out of work social gatherings, compared with 29% of non-LGBTIQ+ workers.
- 49% of those surveyed reported people had made incorrect assumptions about their abilities based on their identity, compared with 33% non-LGBTIQ+ workers
- 41% of respondents said they had been ignored or treated as if they didn’t exist, compared with 30% of non-LGBTIQ+ workers.
“Everyday exclusion matters. It undermines wellbeing, drives people out of organisations, and weakens team performance, all of which can negatively impact productivity,” says Ms Hunter.
“Organisations that take a deliberate, evidence-based approach to inclusion are better placed to reduce exclusion and support LGBTIQ+ employees so they can feel safe to be themselves at work.”
The full 2025–2026 Inclusion@Work Index will be released on 26 February, providing the latest insights on the state of inclusion in the Australian workforce.
