Identifying accessible and inclusive employers

1. Introduction

The Disability Discrimination Act 1992 (Cth) makes it unlaw to discriminate against people with disability at all stages of the employment process. However, some people with disability may still encounter challenges in finding accessible and inclusive workplaces.

An increasing number of employers are embracing the principles of diversity and inclusion and understand the value of employing people with disability.

They appreciate that people with disability who work for accessible and inclusive employers are more likely to:

• have higher job satisfaction
• maximise their productivity
• remain with their employer.^[1]

Diversity is also a key driver of innovation. Diverse workplaces can draw on an extensive range of perspectives when addressing problems.^[2]

Looking for a job can be overwhelming. Everyone wants a job that matches their interests, passions and skills. Finding that job with an accessible and inclusive employer can add another layer of complexity.

2. Identifying accessible and inclusive employers

You should start your search for inclusive employers by researching workplaces you're interested in. Below are questions you can ask yourself for each one.

2.1 Physical accessibility and location of the organisation

Many older buildings and offices are still not physically accessible to wheelchair users or people with low mobility. For this reason, it can be a good idea to travel to the locations of any businesses or organisations you are interested in working for to see how accessible they are.

If that’s not possible, you can also look them up on Google Maps. Use the street view tool to see if the building entrance seems accessible. Then, use the directions tool to see if it is close to public transport and parking facilities.

Unfortunately, this is unlikely to help you find out if the inside of the building is accessible or includes features like lifts and accessible bathrooms. If you're looking at an advertised role, you can ask the contact person about this.

The following indicators can give you a further idea of whether an organisation is committed to being an accessible and inclusive employer.

2.2 Organisational values

An employer’s website will often include an ‘About Us’ page outlining the organisation’s values. An organisation that states it holds values such as inclusion, diversity, equality, accessibility and fairness is likely to be one that puts  greater efforts into providing an accessible and inclusive workplace.

A supportive workplace culture underpinned by these kinds of values is as important as physical or technological workplace accommodations.

2.3 Employment of people with disability

Another helpful indicator to consider when identifying an accessible and inclusive employer  is whether the organisation employs other people with disability. This can be one of the strongest indicators that an organisation has established accessible and inclusive practices.

Try to find out whether the organisation provides public information about how many people with disability there , or whether they have targets or goals to employ more people with disability.

It can be helpful to seek out information about whether the organisation has relationships with disability organisations in the community. These may include disabled people’s organisations, disability employment services or other community organisations.

2.4 Disability Action Plans and Accessibility and Inclusion Plans

Organisations develop Disability Action Plans, or Accessibility and Inclusion Plans, to describe their current and planned activities to uphold the rights of people with disability. While not compulsory, many organisations choose to develop Disability Action Plans.^[3]

These Plans may be available on the organisation's website or the Australian Human Rights Commission's Register of Disability Action Plans.

2.5 Welcoming and inclusive recruitment processes

Some job advertisements will state the organisation’s commitment to being an inclusive employer and will encourage people with disability to apply.

They may also give candidates the opportunity to note if they require reasonable adjustments through the application process. This shows they have an awareness that some people with disability may need alternative arrangements so they can participate equally in the recruitment process.

Recruitment processes that are accessible for people with disability – from the way the role is designed and advertised, through to the selection process – demonstrate an organisation’s understanding of accessible and inclusive practices. The appointment of a contact person specifically for providing workplace adjustments is another good sign.

At the interview stage you can also ask questions about whether the organisation has supported employees with disability before, or provided any workplace adjustments similar to the ones that you may need. This can help you assess if the organisation has experience providing the necessary supports.

If an employer asks inappropriate personal questions about your disability during the recruitment process, or refuses to make reasonable workplace adjustments, this may be a sign that they do not have a well-developed understanding of how to create an accessible and inclusive workplace.

2.6 Disability Employee Networks

Disability Employee Networks are voluntary groups within an organisation led by employees with disability. They can be an important source of advice for organisations on disability-related workplace matters and a forum for peer support.

Some organisations include information about their Disability Employee Networks on their website.

Endnotes

[1] Australian Chamber of Commerce and Industry, Employ Outside the Box: The Business Case for Employing People with Disability (Report, November 2014) 7.

[2] Australian Human Rights Commission, Willing to Work: National Inquiry into Employment Against Older Australians and Australians with Disability (Report, 2016) 50.