Report Highlights Benefits of Hiring People with Disability

The Australian Human Rights Commission has released a report outlining the economic benefits of employing people with disability.

It says decreasing the gap in labour participation rates between people with and without disability by one-third could result in an increase in GDP of $43 billion over a decade.

In Australia, 4.4 million people with disability are significantly less likely to be employed compared with those without disability. While 80 per cent of working-age Australians without disability are employed, only about 50 per cent of their counterparts with disability hold jobs. They also experience higher rates of unemployment, underemployment and poorer quality jobs. Despite significant government investments, including more than $1 billion on Disability Employment Services (DES) in 2020-2021, these adverse outcomes have persisted for decades.

The report says evidence demonstrates that people with disability have a positive work attitude and work ethos, and hiring people with disability can boost productivity and morale in the workplace.

Furthermore, a diverse workforce, which includes people with disability, will better reflect an organisation’s surrounding community and consumers. It may also enhance a organisation’s image and brand among its employees, community and those who use its services or products.

An organisation that values and employs people with disability benefits from a more inclusive and positive work environment. This can include increased employee morale, improved co‑worker relationships and productivity.

Finally, the report says studies have shown that people with disability take relatively fewer sick days than other employees, and are involved in fewer work, health and safety incidents.

Meanwhile, new research conducted by the Centre of Research Excellence in Disability and Health (CREDH) underscores that employment is crucial for mental health. People with disability face compounding barriers, including inadequate education and training, discrimination, low expectations, and a lack of suitable job opportunities.

When people with disability access well-designed employment services and tailored support programs, their employment prospects improve. Working part-time hours (less than 35 hours per week) is better for mental health than not working at all. However, underemployment, where people are available for more work hours than offered, is common and associated with poorer mental health. Discrimination from employers and other employees is also prevalent.

People with disability are more likely to remain in jobs that match their skills, aspirations and flexibility requirements. On-the-job supports, such as reasonable adjustments like flexible hours or remote work, and a positive, inclusive workplace culture, also help people retain employment. On the other hand, poor job matches push people with disability into early retirement.

The CREDH says improving employment outcomes for people with disability requires action in four key areas:

Improving job preparedness:

• Start job readiness early in secondary school.
• Provide inclusive and tailored opportunities for education, training, work experience and career advice.
• Ensure schools have resources to include young people with disability in career programs.
• Support positive employment expectations for young people with disability from parents, schools and the broader community.
• Offer effective employment services for individuals of all ages, including those acquiring disability or changing careers.

Building effective services:

• Upskill the employment service workforce to provide tailored support for jobseekers.
• Implement the new specialist disability employment program from July 2025, offering individualised support for jobseekers and employed participants.
• Enhance collaboration across programs such as the National Disability Insurance Scheme (NDIS) and DES for comprehensive support.

Promoting inclusive workplaces:

• Address widespread employment discrimination against people with disability, as highlighted by the Royal Commission into Violence, Abuse, Neglect, and Exploitation of People with Disability.
• Provide resources for employers to hire, support and develop the careers of people with disability.
• Ensure tools designed to change workplace attitudes are co-designed by people with disability and evaluated for inclusivity and effectiveness.

Creating Employment Opportunities:

• Develop national strategies and local networks for more employment opportunities.
• Use employment targets, hiring schemes, and financial incentives to promote hiring and support of people with disabilities.
• Improve links between NDIS, DES, and other initiatives for better employment outcomes.
• Prepare young people with disability for employment transitions, as recommended by the NDIS review.

Creating an inclusive employment landscape for people with disability is not just a moral imperative, but also a smart economic decision. Diverse teams bring diverse perspectives, driving innovation and reflecting the true nature of our society.

As we move forward, it is essential to continue breaking down barriers, challenging misconceptions and building a world where everyone has the opportunity to contribute their talents.