By Kathryn Carey, Head of Events at ImpactInstitute
The Australian employment landscape for people with disability remains fraught with challenges. Despite significant strides in awareness and policy, the path to meaningful employment for this community is often unclear and obstructed by systemic barriers.
According to the Australian Bureau of Statistics, 5.5 million Australians, or 21.4% of the population, reported a disability in 20221. Despite this, people with disability face considerable hurdles in the job market. It also reveals that only 56.1% of working-age people with disability are in the labour force, compared to 82.3% of those without disability1. This disparity highlights the need for new approaches to bridging employment gaps for people with disability.
Often, solutions to this issue are focused on providing expert assistance to work as an intermediary with jobseekers and employers. This leaves an opportunity to add services that directly connect people with disability to businesses with vacancies to fill. It’s an approach that empowers people with disability to build knowledge and their own networks, something that can be easily taken for granted.
Many people with disability do not go through standard channels like disability employment services. Therefore, it is crucial to offer multiple pathways for them to connect with potential employers. This could include regular networking events, mentorship programs, and continuous support services.
Events that connect people with disability to employers are valuable and most effective when deployed consistently. WorkAbility events, for example, are funded by the Australian Government Department of Social Services, and have been designed to help people with disability, including those with high support needs, find meaningful employment.
This ongoing, nationwide mix of physical and digital events opens up the opportunity for people with disability to connect face to face with local employers, as well as the ability to build wider networks.
On the employers’ side, there is a clear need for opportunities for corporate Australia to increase their engagement with people with disability. My own discussions with employers show supportive attitudes towards inclusive hiring, but many feel ill-equipped to start employing people with disability. The ability to meet people with disability in an inclusive forum is a good first step to help employers co-create roles with jobseekers to meet their needs.
Another barrier for employers is fear of doing something wrong and losing public trust. Training and support for employers are critical components of any initiative aimed at increasing employment for people with disability. Employers need to understand that they do not have to be perfect. There should be a safe space for them to learn and grow without fear of being called out for mistakes.
Having a clear, well informed DE&I process is important to evidence the work the brand has done, as is being open about their journey towards becoming inclusive employers. Consumers don’t expect businesses to be perfect, but they do want to see that the organisation is genuine and transparent in what it does.
One way to help insulate against taking a wrong turn in any inclusivity journey is to bring people with disability into the conversation, ensuring that their needs and insights shape the solutions being developed. Building initiatives without the input of those they are meant to serve is a common pitfall.
Sadly, disability falls far behind other forms of workplace equality in Australia. This stark reality underscores the need for accelerated efforts to close the gap. The employment rate for people with disability is significantly lower, and they are more likely to experience longer durations of unemployment2.
Addressing these issues requires a multifaceted approach that includes policy changes, employer education, and direct support for job seekers with disability. Connecting people with disability, employers and service providers through events can create a hotbed of collaboration on addressing these challenges.
By investing in ongoing engagement and support, we can create a more inclusive job market where people with disability have equal opportunities to thrive. This is not just about filling quotas or meeting diversity targets; it is about recognising the value and potential of every individual and ensuring that everyone has the chance to contribute to and benefit from the workforce.
Sources
1: Australian Bureau of Statistics, “Disability, Ageing and Carers, Australia: Summary of Findings, 2022.”