People with disability are one of the most overlooked and undervalued talent pools in Australia, despite comprising 21 per cent of the population.
While conversations about workplace diversity have become more frequent, many employers still shy away from hiring people with disability. This reluctance is a clear indicator of the deep-seated bias and lack of disability confidence that persists within corporate Australia, as shown in the latest employment figures.
According to the Australian Bureau of Statistics, the unemployment rate for people with disability sits at 7.5 per cent — more than double the 3.1 per cent rate for those without disability. The workforce participation rate for people aged 15-64 with disability is 60.5 per cent, compared with 84.9 per cent for those without disability. These numbers expose a stark reality: people with disability are systematically shut out of the workforce.
Even when they do find employment, people with disability are three times more likely to be trapped in low-income brackets than to break into higher earnings, as revealed by a 2023 report from the Institute of Actuaries.
The situation is further exacerbated by rampant workplace discrimination and prejudice. A report by Diversity Council Australia and the Australian Disability Network found that 43 per cent of employees with disability reported being subjected to incorrect assumptions about their capabilities — significantly higher than the 28 per cent of employees without disability who experienced the same.
The Disability Data at Work report also uncovered that 42 per cent of people with disability had endured discrimination or harassment on the job, nearly twice the rate faced by their non-disabled peers (23 per cent). Moreover, 35 per cent of employees with disability choose to keep their disability status hidden, fearing they will be marginalised or passed over for promotion.
These fears are not unfounded. The Australian HR Institute reports that a mere 14 per cent of Australian organisations include people with disability in their senior management teams, and just five per cent have people with disability on their boards.
The Disability Data at Work report shows that while 70 per cent of employees are willing to disclose their disability when asked, twice as many (41 per cent) choose to do so with their manager rather than through official HR channels (22 per cent). This gap underscores the lack of institutional trust within organisations.
A 2023 report by Accenture found that companies adopting leading practices for employing and supporting people with disability outperform their peers, with 60 per cent higher revenue, more than double the net income, and profits twice as high.
Organisations can take several steps to ensure that disability data is captured in a safe and respectful manner:
Assess your current situation (don’t just rely on complaints data)
Combine complaints data with anonymous sources, such as engagement surveys, to gain a more accurate picture of disability discrimination and harassment within your organisation.
Audit your systems for bias
Engage disability specialists to review your organisation’s policies, practices and systems to identify and address any biases against people with disability.
Set and report on targets, including in leadership
Use data to determine where targets are needed, particularly in leadership teams, and publicly report on these targets and your progress in achieving them, such as in your company’s Annual Report.
Promote disability leadership development programs
Encourage participation in disability-focused and led programs such as the Australian Disability Network’s PACE mentoring program, Stepping Into Internships, and the Disability Leadership Institute’s programs and courses.
Use “sharing” instead of “disclosing” language
Opt for language that encourages the “sharing” of disability information rather than “disclosing” it, which can feel more supportive and less intrusive.
Know what not to ask
Avoid asking employees how they acquired their disability, to specify their disability, or to choose a category of disability.
Integrate disability awareness early – in recruitment and onboarding
Utilise resources such as DCA’s Inclusive Recruitment at Work report and tools, or participate in the Disability Confident Recruiter Program with the Australian Disability Network to embed disability awareness from the start.
Offer and implement workplace adjustments for all employees
Train managers on how to implement workplace adjustments and remember that these needs may change over time, so flexibility and ongoing support are key.
Practice inclusive communication
Foster an environment of inclusive communication by educating your workforce on disability-inclusive language, preferred communication methods and ensuring accessibility in all forms of communication.
Share
