People with disability want the same things from work as anyone else: meaningful work, fair pay, a place to belong and the chance to grow. Yet many face barriers that have little to do with their ability to do the job, and a great deal to do with assumptions, inaccessible processes and workplaces that have not thought about inclusion.
This article looks at what people with disability bring to work, how workplace adjustments help, and what inclusive employers gain.
Strengths that are too often overlooked
Disability is diverse, and so are the people who live with it. Many people with disability bring:
- Problem solving: working out how to do things in a world not designed around them
- Persistence and resilience: navigating systems and barriers that others never encounter
- Fresh perspectives: noticing where processes, products or services exclude people
- Reliability and loyalty: a strong commitment to employers who support them well
- Specific skills and qualifications: across every industry and level
Focusing on what someone can do, rather than what they cannot, is the starting point for any good match between a person and a job.
Adjustments are usually simple
A workplace adjustment is a change to the way work is done that allows someone to perform their role. Many adjustments are simple and inexpensive, such as:
- flexible hours or start times
- an adjustable desk, specific equipment or software
- written instructions as well as verbal ones
- a quieter workspace
- changes to how meetings or training are run
In Australia, JobAccess (opens in a new tab) provides information and advice for people with disability and employers, including about funding that may be available for workplace modifications and equipment.
The barriers often start before the job
For many people, the hardest part is getting in the door. Inaccessible job ads, rigid application processes and interviews that do not allow for adjustments can screen out capable candidates before they have a chance to show what they can do.
Deciding whether and when to disclose a disability is also a personal choice. Some people prefer to discuss it early to arrange adjustments; others prefer not to. Both are valid, and good support helps people make that decision on their own terms.
Opportunities across every industry
People with disability work in every industry and at every level. The right opportunity depends on the person's skills, interests and the kind of environment that suits them. Accredited training through our partner registered training organisations can help build qualifications for a chosen field, with reasonable adjustments to how training and assessment are delivered.
What inclusive employers gain
Employers who build inclusive workplaces gain access to a wider pool of talent, and often find that adjustments made for one person improve the workplace for everyone. Inclusive practices also signal to customers and staff that the organisation values people for what they contribute.
Inclusion is not a favour. It is good practice that lets more people do their best work.
How we can help
We work with people with disability to identify their goals and strengths, plan the training and support that would help, and connect with employers who are ready to make reasonable adjustments. Where specialist disability employment services would be a better fit, we can help with a referral.
If you would like to talk about your next step, get in touch or call 1800 993 557. Employers can read about the first weeks in a new job and how support after placement works.