Australia lags behind in disability employment: What can be done to change this?

Australia doesn’t fare too well when it comes to disability employment compared to other countries. There is more that can be done to support these marginalised workers.

Research from the Australian Institute of Health and Welfare revealed that just 48 per cent of those aged 15 to 64 with a disability in Australia are employed. This is far lower than the 80 per cent of those who are without disability.

This puts Australia’s discrepancy gap at 32 per cent, far lower than some other countries. In fact, Sweden, France, and Italy all sit much higher, at 9.5 per cent, 9.9 per cent, and 13.3 per cent, respectively. When compared to the European Union, Australia sits at third-last place.

Dane Cross suffered a spinal cord injury in 2001 that left him living with quadriplegia. This resulted in a major shift in how he worked. Now, Mr Cross is a senior adviser at Spinal Life Australia and believes Australia can do more to support these at-risk workers.

“Historically, societal views in Australia have leaned towards a more medical or charity perspective on disability rather than a rights-based approach. This has influenced employer attitudes, leading to misconceptions about the capabilities and potential productivity of employees with disabilities,” Mr Cross said.

“Physical barriers, like inaccessible workplaces, paired with potential employer biases and misconceptions, further complicate the hiring process. Additionally, while Australia has legislation like the Disability Discrimination Act (1992), its enforcement and general awareness may not be as comprehensive as disability-specific policies in other countries.”

He continued: “Setting people up for success in the workforce is crucial, and right now, Australian businesses are having difficulty understanding what that looks like for those living with disability, which is a real shame.”

This is especially concerning when you highlight the number of Aussies living with a disability. The Australian Bureau of Statistics found that 17.7 per cent, or 4.4 million people across the country were affected.

Therefore, it’s up to employers to help turn this low unemployment around and work to create a more inclusive work culture. But how can this be done? Education is extremely important, said Mr Cross, as it reduces stigmas.

“Creating an inclusive workplace requires deliberate and sustained effort. By prioritising disability awareness training, employers can debunk myths, celebrate diverse capabilities, and ensure that all employees, regardless of their physical or cognitive abilities, feel recognised and valued for their unique contributions,” he explained.

“Refining recruitment is a crucial next step. Employers should craft job advertisements that radiate inclusivity, design interview processes that are universally accessible, and actively anticipate potential accommodations for candidates with disabilities.”

“Finally, employers must confront and debunk prevailing misconceptions about workplace adaptations. Many adjustments are straightforward, with government funding often available to assist. Whether it’s installing ramps, sourcing ergonomic furniture, or leveraging assistive technology, these modifications not only ensure accessibility but also demonstrate an employer’s commitment to equality. By proactively embracing these strategies, employers can champion equal opportunity employment and truly make a difference in the employment landscape for those with disabilities,” said Mr Cross.

Accommodation for those living with a disability doesn’t need to be strenuous. Mr Cross noted that the needs of these employees aren’t any more challenging than catering for those without disabilities; they’re just different.

“Simple measures can make a significant impact, such as removing any physical, emotional, or mental barriers. Sometimes, a person with a disability might require certain adjustments to their work environment, but many times, they don’t. The key is fostering an attitude and environment of inclusivity,” Mr Cross highlighted.

“Regular disability awareness training sessions can help dispel myths and create understanding. Employers should also ensure unbiased, accessible hiring practices and seek feedback on inclusivity measures. The true hallmark of an inclusive workplace, however, is a top-down commitment to equal opportunity for all. When leaders embody and promote these values, it sets a powerful precedent for the entire organisation.”