Practical strategies could unlock a workforce of 110,000 skilled jobseekers with disability
Businesses could find workforce reinforcements in a rich, untapped talent pool of around 113,000 Australians with a disability who are unemployed and looking for work, according to a new report.
Last updated on 5 December 2024
Businesses could find workforce reinforcements in a rich, untapped talent pool of around 113,000 Australians with a disability who are unemployed and looking for work, according to a new report.
Key points
- Pathways to Possibilities translates data and real-life experiences of people with disability into a practical guide employers can use to maximise the skills and talents of people with disability and dismantle barriers to their employment
- Almost 90% of people with disability do not require any specific arrangements from their employer to work
- Roughly 60% of workplace adjustments cost nothing and government help is often available to fund adjustments that do cost money, such as buying equipment or facility modifications
- The average net financial benefit for a person with disability getting a job is between $33,379 – $35,779 per year
The report was published by the non-profit organisation SSI. Its Chief Executive Officer Violet Roumeliotis said there is a prime opportunity for businesses and employers to bridge the workforce gap.
“There are simple, practical steps organisations of any size can take to level the playing field and tap into this workforce, for the benefit of individuals and businesses,” Ms Roumeliotis said.
“We are calling on businesses to contribute to positive change by committing to making job ads accessible, providing internships and job-sharing opportunities, connecting with disability employment agencies, and more.”
Ms Roumeliotis said that many employers are also held back by misconceptions about employing people with disability.
“Employers often incorrectly assume that hiring people with disability will require costly adjustments. In fact, 88% of Australians with disability do not require any specific workplace adjustments, and for those who do, 60% cost nothing.”
Donna Purcell, a disability advocate with her own lived experience of disability, has led organisational and community change.
She works as the Participant Advocate at the National Disability Insurance Agency (NDIA), where she leads a team that ensures all participants are empowered and heard in the design and delivery of the agency’s priorities and reform strategies.
Ms Purcell said job customisation plays a crucial role in providing opportunities and creating ongoing employment for many job seekers with disabilities.
“I found that the employers who had the greatest success in employing people with disability were ones tailoring jobs to meet the specific needs of the job seeker and the employer,” she said.
“This was most evident when it came to young people transitioning from school to work and for jobseekers whose disabilities didn’t suit mainstream jobs.
“Often the initial response of employers is they don’t have suitable jobs for people with disability. However, it is incredible just how many opportunities exist should a business collaborate with a disability employment specialist.”
Four pathways to new possibilities
- Put disability inclusion at the heart of your business
- Become disability confident
- Empower your leaders to drive change
- Create a safe, supportive and accommodating culture
Those four pathways to new possibilities are part of the report’s call to action for Australian businesses. It said employers can unlock a wealth of new possibilities by implementing each one.
“When employers grow their disability confidence, empower their leaders to be disability champions and make their workplaces accommodating, they open up new benefits for staff and customers alike,” the report added.
Insurance provider Allianz implemented a discrete project with four neurodiverse trainees in the Motor Claims team in 2001. It is now an established program across four states with nearly 50 trainees at its peak.
The project’s scope and the effectiveness of these recruits exceeded expectations. The initial team reduced a backlog of 2,500 motor claims assessment reports to 50 within two weeks.
It produced a ripple effect where it positively impacted our people… and it’s getting more and more traction,” Senior HR Business Partner Glenn Slater said.
“It solved a real-life business issue, and it’s really benefitting our customers.”
With the unemployment rate for people with disability hovering around 10% – a figure that has not significantly improved for 30 years – SSI urged employers to follow its four steps to create positive workforce outcomes for everyone.
Report contributor and disability advocate Carly Findlay OAM highlighted why this investment in workers with disability is essential.
“Accessibility looks different for everyone – and needs to be tailored for every individual employee. When you make the workplace safe and welcoming for disabled people to disclose their accessibility needs, you make it safe for your disabled employees to be themselves. Because disability is an important part of them that shouldn’t be hidden,” Ms Findlay said.
