Employers are moving from asking why to asking how to build inclusive workplaces
Australian employers are asking a different question about disability inclusion, according to the team behind the National Disability Recruitment Coordinator (NDRC), a free service run by JobAccess. Fewer want to know why they should act. More want to know how to do it well.
“When the NDRC first began, many employers were taking their first steps,” said NDRC manager Karla Fernee. “Today, employers have matured in their understanding of disability inclusion. The conversation has shifted from ‘why should we do this?’ to ‘how do we do it well?’”
The shift comes as the NDRC reaches 500 partner organisations across Australia. Together, they employ more than 2.1 million people. It also comes as JobAccess marks 20 years of supporting people with disability, employers and service providers.
JobAccess is the Australian Government's national disability employment service. It provides free advice and support to employers through services including the NDRC and the Employment Assistance Fund (EAF).
With International Day of People with Disability (IDPwD) on 3 December, conversations about workplace inclusion and accessibility are gaining momentum, as more employers look for practical ways to support diverse workforces.
What employers report after working with the NDRC
The NDRC helps employers hire, keep and progress staff with disability. It supports workplaces to improve recruitment, build disability confidence, connect with job-ready candidates and create more inclusive workplaces. Some partners were taking their first actions when they joined. Others were building on work already under way. All shared a commitment to change.
Partner surveys point to lasting results. In the surveys, 87% of employers saw positive shifts in attitudes towards hiring people with disability. Another 83% felt more confident in hiring and keeping employees with disability. The results are published in the NDRC impact report, Building Australia’s disability-confident workplace culture.
Over the past 10 years, the NDRC team has also delivered more than 555 training sessions. They have built skills for nearly 13,000 managers, recruiters and team members.
“Sustainable disability employment doesn’t come from recruitment alone,” Fernee said. “It’s built when leaders commit to inclusion. It grows when recruitment processes become accessible. And it lasts when workplace cultures support people to belong and grow.”
Cost is a common concern, but the evidence suggests it’s less of a barrier than many employers expect. JobAccess’ 2023 review of the research found employers see an average return of $40 for every $1 invested in workplace adjustments. Most of the return comes from better retention and lower recruitment and training costs.
Research also shows employees with disability have comparable productivity, attendance and safety outcomes to other employees, while often demonstrating higher levels of retention.
Many workplace adjustments cost little or nothing to put in place. Others may be supported through the Employment Assistance Fund (EAF).
Practical steps for HR teams
Demand for advice on workplace adjustments, accessible recruitment and disability confidence training continues to grow. Employers are also focused on building long-term capability, not just filling roles.
Many employers want to improve disability inclusion but aren't sure where to begin. The good news is that progress often starts with practical actions rather than major change programs.
For the NDRC team, progress often starts small.
“Our favourite moments are often the small wins,” Fernee said. “A manager removes a barrier. A recruiter adjusts a process. A team adopts a more accessible way of working. When that happens, someone gets a job, keeps a job or progresses in their career.”
JobAccess offers free tools to help HR teams build those habits:
- The Workplace Adjustment Passport, which records agreed changes so managers can see them.
- A conversation guide, Making Workplace Adjustments Easy, Effective and Equitable, to help managers and employees agree on changes.
- The Employer Toolkit, with advice on inclusive job design, accessible recruitment and team management.
- The Employment Assistance Fund (EAF), which can help pay for assistive technology, Auslan interpreting and training.
Employers also have legal duties under the Fair Work Act and the Disability Discrimination Act. These include protecting employees from discrimination and providing reasonable adjustments. Knowing these duties helps employers write policies that protect the business and build trust.
“Progress doesn’t require perfection,” Fernee said. “It starts with listening, learning and taking action. Real inclusion grows through collaboration, continuous improvement and one decision, one adjustment and one job at a time.”
To mark IDPwD, JobAccess is holding a free one-hour webinar for employers, HR professionals and frontline managers. It runs on 26 November 2026 at 12:30pm AEDT. The session will cover workplace adjustments and the EAF. It will also explain how a free NDRC partnership can help attract, recruit and keep people with disability, and share practical ways to build disability confidence. Register by 19 November 2026 at IDPwD free JobAccess webinar.
Employers looking to build disability confidence, improve recruitment practices or create more inclusive workplaces can contact the NDRC team on 1800 464 800 or visit jobaccess.gov.au.
This article was produced in partnership with JobAccess
