AITD Research

Research that advances the L&D profession

AITD is the peak not-for-profit institute for learning and development professionals in Australia. Our research program exists to serve our purpose: to advance excellence in learning for a better future. We use research to shape standards, amplify the practitioner voice and build capability across the profession, so that L&D professionals understand where the profession is now, where it is heading and what it takes to stay ahead.

Every AITD research project sets out to:

• Advance the profession by shaping standards and identifying future needs
• Represent our members by amplifying practitioner voice and experience
• Strengthen capability through practical, evidence-informed resources
• Inspire excellence by sharing what works now, and what will work next

Our research brings AITD's values to life. We lead with conviction by choosing bold, future-focused topics, we connect by engaging our member community in the work, and we share knowledge generously to raise the standard of practice across the profession.

Published research reports

Each report is free to read. Where there is a news article or magazine feature, it gives a summary of the findings.

Learning Design Futures: Survey of the Learning Design Profession

Michael Henderson and Homa Babai (Monash University), Keith Heggart (University of Wollongong) and Nhung Nguyen (University of Tasmania), in partnership with AITD. Report May 2026, launched September 2026.

The first Australasian survey of the learning design profession, with responses from 268 practitioners across higher education, vocational education, corporate learning, government, health and community settings. It describes an experienced, highly qualified and values-driven workforce whose work is strategic and collaborative rather than content production, and it identifies what practitioners say would strengthen the profession: clearer role definitions, shared language, visible career pathways and stronger representation. AITD launched the findings with the research team at a national webinar in September 2026, and the authors wrote a two-part series for Training & Development magazine.

Read the report (Monash University) | Read the magazine series (members)

Measuring Leadership Capability Beyond Participation

Six patterns from Australian leadership development practice. Beth Hall and Joanne Spriggs, May 2026.

Drawing on case studies from Australian organisations in agriculture, construction and the public sector, this report shows why attendance, completion and satisfaction measures say so little about whether leadership capability has actually shifted. It identifies six patterns shared by organisations that can show real evidence, and sets out practical actions for L&D and HR leaders who want to design measurement into the way leadership is developed and managed.

Download the report (PDF) | Read the summary

Redefining Capability for an AI-Enabled Workforce

The human, team and system capabilities shaping the future of work. Beth Hall, November 2025.

Based on in-depth interviews with L&D practitioners across corporate, government, education and frontline settings, this report finds that AI is reshaping work faster than traditional capability systems can respond. It describes four shifts redefining capability in AI-enabled workplaces, from fixed skills to adaptability, from individual to team-based human and AI capability, and gives L&D leaders a shared language and practical actions for redesigning capability systems.

Download the report (PDF) | Read the summary

Learning and Development in the Workplace

AITD member survey, storytelling by McCrindle, 2023.

AITD surveys its members every year to understand how the profession is tracking. In 2023 we worked with social researchers McCrindle for the first time to analyse the results and tell the story, presented as an infographic. It captured how L&D professionals saw their contribution to organisational culture, reskilling and performance, where their roles were most aligned to the business, the challenges they faced, and their early expectations of artificial intelligence at work.

View the infographic (PDF)

Research in progress

The 2026 National L&D Survey closed in November 2026. Thank you to everyone who took part. We are working through the responses now and will publish the findings on this page and in AITD News during 2027.

How our research is used

Everything we learn flows back into how AITD serves members and the wider community, so that we stay close to what L&D professionals need and keep lifting the value we provide:

• Advocacy for the profession. Research gives AITD the evidence to speak for L&D professionals, including our submission asking the Australian Bureau of Statistics to update how your occupation is classified. Read more on What is L&D?
• Capability and careers. Findings inform the AITD Capability Framework and the Career Pathways that describe where an L&D career can go. The Learning Design Futures findings on career clarity and shared language feed directly into that work.
• Member services and professional development. Research shapes the topics of our short courses and webinars, and it guided the launch of self-paced courses included in membership, so your development keeps pace with how work is changing.
• AITD's strategy. Research guides where we focus next, so that every improvement to member services empowers you in your role and moves the profession towards our vision of advancing excellence in learning for a better future.

Our research principles

These principles guide every AITD research project.

1. Practitioner-centric: our research is grounded in the real-world experience of L&D practitioners. We prioritise topics that address the challenges and opportunities practitioners face now, so the findings are relevant and usable.
2. Evidence-informed: we combine robust data and sound research methods with practical insight, drawing on both empirical evidence and the lived experience of practitioners.
3. Action-oriented: every research output includes clear, actionable takeaways, with tools, frameworks and recommendations practitioners can apply straight away.
4. Future-focused: we anticipate emerging trends and explore innovative practice, to prepare the L&D community for what comes next.
5. Inclusive and accessible: we write in clear, jargon-free language and consider the varied contexts in which our members work.
6. Ethical and independent: we uphold the highest standards of integrity and objectivity, and we are transparent about our methods and findings.

We choose the method that fits the question: surveys, focus groups, case studies, capability assessment analysis, expert interviews and synthesis of international research. Where it adds value, we collaborate with academic and industry partners.

Take part in AITD research

Our research depends on practitioners who are willing to share their experience. There are three ways to get involved:

• Respond to a call for participants. From time to time we invite L&D professionals to take part in interviews, focus groups, case studies and surveys. Open calls are posted on this page and announced in the AITD newsletter.
• Suggest a topic. If there is a question the profession needs answered, tell us. Contact the AITD team with your idea.
• Partner with us. We welcome approaches from universities, research organisations and employers who want to collaborate on research that benefits L&D practice. Get in touch to start the conversation.

Open now: help shape L&D career pathways

Following the National L&D Survey and the L&D Career Pathways hackathon with Big Bloom in October 2026, AITD is building the next stage of career pathways with members. You can join an Accelerator working group, help shape the L&D Hive or become a mentor. Register your interest on the Career Pathways page and we will be in touch as each program opens.