Creating an accessible and inclusive workplace

2. Introduction

The United Nations Convention on the Rights of Persons with Disabilities (CRPD ) affirms that people with disability have the right to work on an equal basis with others, meaning in environments that are open, inclusive and accessible to people with disability.^[1]

Creating an accessible workplace upholds this right. It demonstrates a commitment to equality, removes barriers to participation, and enables all staff to contribute effectively. This guide provides practical guidance to support organisations to meet their human rights obligations.

3. The physical environment

Workplaces should be designed and maintained so people with disability can access, navigate and use them independently and safely.

Access from outside

Key considerations for ensuring equitable access to the workplace from outside:

• Access via public transport.
• Safe drop-off and pick-up areas.
• Step-free access from the street, or ramps and lifts where needed.
• Clear, obstacle-free pathways.
• Adequate lighting for entrances, external pathways, and outdoor areas.
• Accessible lifts with tactile buttons, handrails and emergency communication features.

Internal spaces

Key considerations for ensuring internal spaces support equal access:

• Accessible amenities, including toilets, meeting rooms, kitchens and parking.
• Technology that is easy to operate (e.g. audio-visual systems and computers).
• Minimising reliance on touchscreens where alternatives may be required.
• Keeping hallways and accessible spaces clear of obstacles.

Signage

Key considerations for ensuring signage is accessible and supports safe navigation:

• Large, readable text and clear symbols.
• Braille or raised lettering where appropriate.
• Placement that is easy to locate and does not create hazards.
• Consistent positioning at appropriate heights.

Reception and waiting areas

Key considerations for ensuring reception areas support equal access:

• An accessible reception desk, with a lowered section if the desk is raised.
• A hearing loop system, particularly in a large and noisy area.
• A variety of seating options (different heights, with and without armrests).

Workplace attitudes

An inclusive workplace culture is critical to ensuring equal participation. Inclusive leadership plays an important role in setting expectations and modelling inclusive behaviour.

Organisations should:

• Embed human rights in organisational values and communications, including websites and social media.
• Provide regular disability awareness and inclusion training for all staff (e.g. Disability Rights Training from the Australian Human Rights Commission).
• Ensure policies and procedures treat employees with dignity and prevent discrimination and harassment.
• Support Disability Employee Networks, including through resourcing where possible.
• Encourage staff feedback on accessibility and inclusion through surveys, meetings and ongoing engagement.
• Recognise key dates such as International Day of People with Disability (3 December).

Technological accessibility

Accessible technology is essential to ensuring participation, career progression and equal access to information.

Ensure accessibility across:

• HR and people management platforms and systems.
• Learning and training platforms.
• Financial and customer relationship management (CRM) systems.
• Document management tools.
• Internal communications.
• Public websites and intranets.

Accessible documents and systems should include:

• clear headings.
• alternative text (alt text) for images.
• accessible templates.
• proper colour contrast.
• sufficient colour contrast.
• formats compatible with screen readers.

Assistive technology

Assistive technology enables many people with disability to access and navigate digital environments.

Examples include:

• screen readers for people with low vision.
• voice recognition software for people who cannot use a keyboard or mouse.
• tools that support focus and reduce cognitive load.

Organisations should ensure compatibility with assistive technologies and provide them where required to support equal participation.

Web Content Accessibility Guidelines

Ensuring digital content meets Web Content Accessibility Guidelines (WCAG) standards supports the right to access information and reduces future time and cost spent on redesigns.

Key resources:

• Introduction to Web Accessibility
• WCAG Quick Reference
• WCAG Overview
• Mobile Accessibility Guidance

The Australian Human Rights Commission Advisory Note on web accessibility under the Disability Discrimination Act 1992 (Cth) (Disability Discrimination Act) provides additional guidance. While developed with reference to WCAG 2.0, it remains a useful resource.

Reasonable adjustments

Reasonable adjustments are administrative, environmental or procedural changes made at work to ensure employees with disability can perform their roles safely, effectively, and without barriers.

The Disability Discrimination Act makes it unlawful to discriminate against people with disability in employment.^[2] Under the Act, employers must provide reasonable adjustments unless doing so would cause unjustifiable hardship.^[3] Examples of reasonable adjustments include:

• providing assistive technology or specialised equipment
• flexible working arrangements, including working from home
• physical workplace modifications (e.g. automatic doors, adjustable desks).

This is only a short list, as many things can be a reasonable adjustment.

Supporting reasonable adjustments

Organisations should:

• maintain clear and accessible policies and procedures
• ensure managers are trained to implement adjustments consistently and fairly.
• inform staff about available supports, including JobAccess and the Employment Assistance Fund (EAF).

If an adjustment request is complex or costly, employers should:

• consult with the employee.
• explore alternative options.
• document decisions and reasons to ensure transparency and accountability.

Unjustifiable hardship

The Disability Discrimination Act states that when determining whether an adjustment would create an unjustifiable hardship on an employer, all relevant circumstances must be considered. This includes:

• the nature of the benefit or damage likely to be caused to any person involved
• the effect of the disability of any person concerned
• the financial circumstances of the employer and the estimated expenditure required
• the availability of financial and other assistance to the employer
• any relevant action plans that the employer has given to the Australian Human Rights Commission.^[4]

Employment Assistance Fund (EAF)

The Australian Government provides financial support for workplace adjustments through the Employment Assistance Fund.

The EAF may cover:

• workplace modifications.
• assistive technology and equipment.
• modifications to work vehicles.
• Auslan interpreting services.
• specialised services for employees with disability.

Resources

The South Australian Government has produced an Online Accessibility Toolkit, a free resource designed to help employers improve the accessibility and usability of their digital platforms.

Also see the requirements set out in the Disability (Access to Premises—Buildings) Standards 2010 (Cth).^[5]

Endnotes

[1] Convention on the Rights of Persons with Disabilities, opened for signature 30 March 2007, 2515 UNTS 3 (entered into force 3 May 2008) art 27.

[2] Disability Discrimination Act 1992 (Cth) ss 5, 6.

[3] Disability Discrimination Act 1992 (Cth) s 4 (definition of ‘reasonable adjustment’), ss 5, 6.

[4] Disability Discrimination Act 1992 (Cth) s 11.

[5] Disability (Access to Premises—Buildings) Standards 2010 (Cth) <https://www.legislation.gov.au/Details/F2020C00976>.