New Reports from Jobs and Skills Australia - Employment and disability in Australia and Employer attitudes toward disability inclusion in the Australian workforce

16 hours ago
3 min read

Jobs and Skills Australia has just released two new reports, that reveal that while many employers are open to hiring people with disability, concerns about job suitability, safety, and capability still limit inclusion. At the same time, people with disability face lower employment rates and structural barriers that prevent them from fully participating in the workforce. This post explores key findings from these reports and offers practical insights on how disability inclusion can benefit businesses and the economy.

Employment and disability in Australia

People with disability represent a significant and underused labour pool in Australia. Many are motivated and ready to work but face barriers that keep them from employment. The report Employment and disability in Australia highlights that participation rates for people with disability are much lower than for others. Unemployment and underemployment rates are higher, showing a clear gap in workforce inclusion.

This gap is not due to lack of ability or motivation. Instead, structural barriers such as limited transport options, inadequate education and training, workplace discrimination, and insufficient adjustments hold people back. Addressing these barriers can unlock a large group of capable workers who bring diverse skills and perspectives.

Employer attitudes toward disability inclusion in the Australian workforce

The report Employer attitudes toward disability inclusion in the Australian Workforce finds that many employers want to hire people with disability but worry about:

Whether the job is suitable for someone with a disability
Safety risks in the workplace
The capability and productivity of employees with disability

These concerns often stem from assumptions rather than evidence. Many jobs can be adapted with simple adjustments, and safety risks can be managed with proper planning. In fact, many employers reported that no adjustments were needed at all.

Employers tend to underestimate the availability and usefulness of government supports designed to assist with hiring and workplace modifications. Better awareness and confidence in these supports can help overcome hesitation.

Key Learnings from both reports

Disability inclusion is a workforce opportunity. People with disability are a sizeable and underused labour pool, including many who are job-ready and motivated to work.
Employer assumptions can be a bigger barrier than disability itself. Common concerns include job suitability, safety, and productivity, but the evidence shows many barriers are external and manageable.
Role design matters in physically demanding industries. Employers should assess the inherent requirements of roles and identify where duties, equipment, scheduling or supervision can be adapted.
Many workplace adjustments are practical and low-cost. Flexible work arrangements, job redesign and workstation modifications were common, and many employers said no adjustments were needed.
Regional and remote businesses may need targeted approaches. Lower representation outside capital cities suggests a need for stronger local partnerships, transport solutions and awareness of inclusive practices.
Support programs are underused. Most employers who hired a person with disability did not access wage subsidies or formal supports, suggesting missed opportunities to reduce recruitment risk and onboarding costs.
Young people with disability need stronger pathways into work. School-to-work transitions, traineeships, work experience and entry-level roles are important, especially for industries facing ageing workforces and skills shortages.

Steps Employers Can Take Today

Workplace adjustments do not have to be costly or complicated. Common examples include:

Flexible work hours or remote work options
Job redesign to focus on essential tasks that match the employee’s strengths
Modifications to workstations, such as adjustable desks or specialized equipment
Providing additional supervision or training tailored to individual needs

These changes often improve productivity and job satisfaction for all employees, not just those with disability. For example, flexible scheduling can help workers balance personal commitments, reducing absenteeism.

Employers interested in disability inclusion can start with small, practical steps: