Diversity networks

Employee diversity networks

Our diversity networks provide a forum for employees to raise issues and support each other by sharing experiences and information.

Network members increase the visibility of workplace diversity initiatives. They fulfil commitments made in the 2024 Diversity and Inclusion Strategy.

Find out more about our commitment to diversity and the initiatives in place to build and support and diverse and inclusive workplace. We encourage our employees to join our diversity networks:

• ATO Making Inclusion Count (ATOMIC)
• Cultural and Linguistically Diverse (CALD)
• Gender Equality network
• Generational Inclusion network (Gen Inc.)
• Moondani Indigenous employee network
• Kawutilin Indigenous ally network
• National Disability and Ally network (NDAN)
• Neurodiversity network

ATO Making Inclusion Count (ATOMIC)

The ATOMIC network is for lesbian, gay, bisexual, transgender and intersex (LGBTI) employees and allies. Members aim to increase LGBTI+ visibility and promote a respectful, and equitable culture.

Cultural and Linguistically Diverse (CALD)

The CALD network is open to all employees. Members work to create a welcoming environment that celebrates cultural diversity. They encourage greater cultural awareness and increase visibility within the workplace.

Gender Equality network

The Gender Equality network supports carers and parents. It is open to all employees. Members work to:

• promote gender-equitable and inclusive behaviour
• reduce gender-related harassment and bullying
• embed gender equality in all aspects of our work.

Generational Inclusion network (Gen Inc.)

Gen Inc. is open to all employees. Members raise awareness and educate staff on the value of an age inclusive workforce. They create an environment which values the contributions of all employees. 

Moondani Indigenous employee network

Moondani, means ‘embrace’ in the Woi Worrung language. The network enables Aboriginal and Torres Strait Islander employees:

• to support each other
• share information and experiences
• provide advice on workforce matters affecting Aboriginal and Torres Strait Islander employees.

Kawutilin Indigenous ally network

Kawutilin means 'coming together' in the language of the Wonnarua people. The network gives all employees the opportunity to support for Aboriginal and Torres Strait Islander colleagues.  

National Disability and Ally network (NDAN)

NDAN is open to all employees with an interest in issues affecting employees with disability or impairment in the workplace. Members positively influence the work environment to ensure professional development of employees with disability.

Neurodiversity network

The Neurodiversity network is open to all employees who want to learn about and support staff who are neurodivergent. The network supports neurodivergent employees, carers and managers. It provides information and hosts forums and encourages sharing of lived experiences.

Hear from our people

Hear from our people on why they enjoy working with us.

Harjit, Assistant Commissioner – SES Champion for Culturally and Linguistically Diverse people

'I have been on the receiving end of racism for wearing my turban which ironically, I wear as a daily reminder to stand for respect and equality. This has made me more determined to ensure we all feel like we belong.  

'I am passionate about building an understanding of respect and equality across cultures.

I believe that diversity in culture, experience and thought are some of our key strengths that help make the ATO a great place to work.'

Joanne – ATOMIC network member

'I was quick to join the ATOMIC network (ATO Make Inclusion Count) when I started working at ATO in 2011. It gave me a safe space where I could be open about my identity.

'I've led many initiatives such as hosting events and days of visibility for the LGBTI+ community. In 2023 I was awarded an Australia Day Achievement Medallion recognising my efforts for advocacy for the LGBTQIA+ community and community fundraising. What makes me most proud though is that I get to promote the message that love is love and everybody deserves respect.'

Kath, Assistant Commissioner – SES Champion for LGBIT+ people

'I have always worked to be an active supporter of diversity and an ally to members of the LGBTI+ community. As the proud mother of wonderful and talented transgender daughter, I know the brilliance organisations stand to miss out on if they are not truly inclusive. I’m proud that at the ATO we have a culture that celebrates diversity and is so much better because of that.'

Susan, Assistant Commissioner – SES Age Inclusion Champion

'I have seen firsthand the wonderful benefits multi-generational teams bring to our workplace, the learnings, energy, experiences, creativity, and perspectives. Unfortunately, I’ve also seen and experienced the impact of age-related stereotyping.

'I am committed to driving change to remove barriers to age inclusivity. For me this means ensuring a workplace where everyone feels they belong and are respected and supported to bring their best selves to work.'

Louise – Deputy Commissioner

'There are so many female leaders in the ATO, which reflects the value the organisation places in women.'

Louise, Deputy Commissioner