Equality at Work CEO Forum
The Disability Discrimination Commissioner Rosemary Kayess hosted a CEO Forum, bringing together employers to improve their workplace and recruitment practices.
Leading Change for Disability Inclusion
The Australian Human Rights Commission hosted the Equality at Work CEO Forum on 26 February, bringing together senior leaders from across the Equality at Work Employer Network to share practical ways to advance disability inclusion in workplaces.
Disability Discrimination Commissioner Rosemary Kayess opened the forum by acknowledging the essential role of CEOs in driving cultural change: “CEO leadership is pivotal in setting the tone for an inclusive organisation.”
What the employer network is doing
Members of the Commission’s Equality at Work Employer Network are currently trialling new approaches to improve employment equality for people with disability. These pilot activities include developing workplace adjustment passports, building leadership pathways, and designing customised roles for current and future employees with disability. These initiatives help organisations learn what works, test new ideas, and build capability across their teams.
What we heard at the forum
Leaders at the Equality at Work CEO Forum shared a strong commitment to creating workplaces where people with disability can thrive. A key theme was the pivotal role of senior leadership in shaping culture - by modelling openness, encouraging learning, and creating environments where staff feel safe to speak up and try new approaches.
Co‑design came through as essential. Employers highlighted the power of lived experience and storytelling in shifting attitudes, deepening understanding, and guiding more effective inclusion initiatives.
Attendees also acknowledged ongoing challenges: competing priorities, limited resourcing, rigid performance systems, and the need to build capability across middle management and HR. Improving disability data and employee trust was also identified as a critical next step.
Overall, leaders agreed that meaningful disability inclusion requires persistence, curiosity, and a willingness to rethink long‑standing systems. It’s not a one‑off initiative - it’s sustained cultural change driven from the top and strengthened through co‑design with people with disability.
Moving forward together
A common message from the forum was that meaningful progress requires a willingness to sit with “productive discomfort” - to rethink old systems, learn from mistakes, and commit to ongoing improvement. Disability inclusion isn’t a one-off project. It’s core business.
The Commission thanks all participating CEOs and organisations for their leadership and commitment to creating fairer, more inclusive workplaces across Australia.