Employment among people with disabilities hits a post-pandemic high in the US. What’s happening in Australia?

In the US, employment levels for people with disabilities have climbed to a record high. The Bureau of Labor Statistics recently confirmed that in June, numbers increased by 175,000 to 7.6 million. This is the highest it’s been since June 2008.

What’s happening in Australia?

In recent years, Australia has made significant improvements to foster inclusion and equal opportunities for people with disabilities. The National Disability Insurance Scheme (NDIS), for example, provides funding to help people with disabilities in the workforce through training support, job placement and workplace modifications. However, despite these efforts, there’s a huge gap.

According to the Australian Institute of Health and Welfare, people with a disability of working age are twice as likely to be unemployed (10%) as those without a disability (4.6%). The Australian Bureau of Statistics (ABS) states that the employment rate for people with disabilities in Australia was around 54.2% in 2021, significantly lower than the 83.2% employment rate for people without disabilities. 

These statistics highlight the need for increased efforts to boost employment opportunities and reduce barriers for people with disabilities.

Barriers to employment and strategies to boost employment rates

There are many factors that contribute to lower employment rates among people with disabilities. To narrow the gap and create a more inclusive, accessible workplace, there are strategies that employers can implement.

Discrimination and stigma

Negative attitudes and misconceptions about disability often result in discriminatory practices during the recruitment process. Employers may have unfounded concerns about productivity, reliability and accommodations needed for people with disabilities.

Organisations can use awareness campaigns and resources to help dispel myths and misconceptions surrounding disability in the workplace. Employers can work with disability organisations that can provide guidance and support in creating a more inclusive work environment.

Employers can also reinforce existing anti-discrimination legislation and employment policies to promote equal opportunities for people with disabilities.

Lack of accessible workplaces

Many workplaces still lack the necessary physical infrastructure and technologies to accommodate people with disabilities. This causes significant issues for those seeking employment.

Organisations can use specific design elements in their infrastructure to make sure it is as accessible for someone with a disability as it is for someone without. This could mean physical changes to a work environment to allow better accessibility or providing a more remote-friendly workplace that allows people to work from home.

Skills development and training

People with disabilities may experience limited access to relevant skills and training programs, which could reduce their competitiveness in the job market.

Employers can provide training programs tailored to the needs of people with disabilities to improve their skills and boost employability. There are organisations employers can work with to roll out new initiatives.

Limited employer awareness and support

Employers may lack awareness and knowledge about the benefits of hiring people with disabilities. There may be inadequate support mechanisms and policies, further limiting inclusive employment practices.

Mentorship and peer support networks can provide guidance and encouragement to people with disabilities seeking employment. Employers can include these services for all new employees as a way of helping them to settle into the organisation. This can help establish connections, build strong relationships and foster a sense of belonging. 

Final thoughts

Regardless of whether someone has a disability or not, establishing good practices that encourage inclusion will help improve the employee experience and establish a robust employer brand.

By addressing barriers, promoting awareness, providing accessible infrastructure and implementing supportive policies, you can ensure equal opportunities and an inclusive workforce where everyone can contribute their unique talents.

For help creating a more inclusive workplace, contact the Heart Talent team.