By

Catherine Ngo

Content writer, presenter and podcaster

This article delves into the multifaceted nature of disability, its impact on employment, the benefits of employing individuals with disabilities, and the strategies employers can adopt to create an inclusive and accessible work environment. By recognising the value of diverse workplaces and fostering a culture of equity and inclusion, businesses can unlock the potential of all employees, regardless of their abilities.

 

Disabilities come in many forms

Disability is a broad concept that encompasses physical, intellectual, psychiatric, sensory, neurological, and learning impairments, as well as any combination of these conditions. Disability can manifest in various ways:

  • It may be visible or invisible.
  • It can be permanent or temporary.
  • It can be present from birth or acquired later in life.
  • Two individuals with the same diagnosis may experience their disabilities very differently.

Employment offers numerous advantages for individuals, regardless of whether they have a disability. It allows them to secure a source of income, establish a career, and develop a professional network. Furthermore, employment positively impacts mental health, boosting self-confidence and improving overall wellbeing.

 

The benefits of diversity 

Individuals with disabilities contribute diverse experiences, skills, and qualifications to the workplace, enabling them to excel in various roles across all levels. Approximately one in five Australians identifies as having a disability. 

By employing people with disabilities, businesses not only reflect the diversity of their customers but also recognise them as valuable consumers in the economy. Workplaces that embrace disability inclusion report higher levels of employee satisfaction, open communication regarding individual needs, and constructive discussions on workplace improvements.

Research has shown the benefits of diverse workplaces:

  • Diverse workplaces are ten times more likely to demonstrate effectiveness, nine times more likely to be deemed innovative, and five times more likely to offer exceptional customer service.
  • Employees with disabilities possess exceptional adaptability, problem-solving skills, time efficiency, and strong time management abilities. They are highly productive, less prone to absenteeism, and have fewer workplace accidents.
  • Employees with disabilities exhibit remarkable loyalty to their employers, resulting in lower recruitment costs. Additionally, they have an impressive attendance record of ninety per cent or higher.

 

Demonstrating a commitment to accessibility and inclusion

Although many employers recognise the importance of strategic diversity and inclusion approaches in the workplace, some still struggle to create inclusive environments for people with disabilities. 

Beyond physical accessibility like ramps and accessible bathrooms, there are numerous ways to demonstrate a welcoming and inclusive workplace for diverse employees, including those with disabilities.

Here are ten strategies employers can implement to demonstrate their commitment to accessibility and inclusion:

1. Utilising inclusive and respectful language in all communications.

2. Including images of individuals with disabilities on the organisation's website, specifically career and recruitment pages.

3. Incorporating a reference to attracting people with disabilities in the organisation's diversity statement or plan.

4. Sharing stories of existing employees with disabilities in internal and external communications.

5. Encouraging senior leaders to serve as disability champions and advocate for the benefits of employing individuals with disabilities.

6. Developing a Disability Action Plan and publicly committing to becoming a more inclusive employer.

7. Ensuring all employee events are accessible and inclusive to everyone.

8. Providing disability awareness and confidence training to all employees, particularly managers and people leaders.

9. Establishing a Disability Employee Network (DEN) led by persons with disabilities and promoting their activities and achievements on the organisation's website.

10. Creating a campaign focused on the organisation's commitment to accessibility and inclusion, emphasising disability.

 

Creating inclusive job ads

When advertising job opportunities, it's essential to use clear, jargon-free language and state role expectations explicitly. Focus on the core aspects of the role that need to be achieved, and consider including a statement that expresses your willingness to customise the role for the right employee. This could involve reducing work hours, modifying tasks, or allowing remote work, which can make a significant difference for individuals with disabilities.

Graphic design technology company Canva is committed to accessibility and has a diversity statement in job ads. It reads:

"We make hiring decisions based on your experience, skills and passion, as well as how you can enhance Canva and our culture. When you apply, please tell us the pronouns you use and any reasonable adjustments you may need during the interview process.

We celebrate all types of skills and backgrounds at Canva so even if you don't feel like your skills quite match what's listed above - we still want to hear from you!"

 

Other ways employers can create an inclusive hiring experience include:

  • Avoid listing unnecessary requirements or qualities that may discourage qualified candidates from applying. Be flexible with your requirements to allow job seekers to assess their suitability for the position.
  • Provide image descriptions on any advertisement, website, or social media, and include closed captions for videos.
  • Note: individuals have no legal obligation to disclose their disability unless it poses a safety risk. It's good practice to ask questions like, "Do you have any accessibility requirements?" or "Is there anything we can do to make your transition to work easier?"
  • Provide information on how to access the building, public transport, or accessible parking options. Share contact details of your Diversity and Inclusion Officer to address any concerns employees may have. Engaging in open conversations about accessibility early in employment can make a positive difference for people with disabilities.
  • Consider providing disability awareness training to your employees. Organisations like Let's Talk Disability offer training to businesses across Australia. Think creatively and consult with people with disabilities when needed. Remember, it's always better to ask than to assume.

 

Other support 

In Australia, a diverse range of supports is available for employees with disabilities. Some individuals may require additional assistance to prepare for employment. These supports are generally low-cost and offer significant benefits to employers.

Disability Employment Services (DES): DES aims to support individuals with disabilities in obtaining employment. DES provides job seekers with career advice, resume development, and other necessary training. Additionally, they work with employers to ensure a smooth transition into the workplace. 

Job Access: Job Access is a central hub for advice and support for employing individuals with disabilities. It provides free expert assistance to overcome barriers associated with disability employment. Its services include an advice line, an employer engagement team, information on workplace modifications, and support and training.

Workforce Australia: Workforce Australia is a network of organisations funded by the Australian Government. It aims to offer employment services to unemployed people receiving government income support payments.

National Disability Insurance Scheme (NDIS): The NDIS provides funding for eligible individuals. This funding can cover on-the-job training, assessments, task support, and on-duty supervision in the workplace.

Other employment platforms include:

Catherine Ngo

Content writer, presenter and podcaster

Catherine is passionate about unravelling the latest news and insights to help HR managers, business owners, and employers.