The nation’s untapped potential: How small businesses can tap into the Aussie disability employment opportunity

While Australian employers are increasing their willingness to hire individuals with disabilities, disability unemployment and workplace participation numbers remain stagnant, despite critical industries struggling with severe worker shortages. Between them, Australian small businesses have a pool of highly skilled and untapped talent waiting for forward-thinking organizations to find them.

With over 4.4 million Australians identifying as having a disability, young Australians are particularly disadvantaged, with 18% of school leavers with a disability not entering the workforce by seven years after leaving school. Of all people with disabilities, only 53.4% ​​are in the labor force, compared to 84.1% of those without disabilities.

Government initiatives such as the Commonwealth Supported Employment Plan mean increased support in this area, with a further emphasis on educating employers and reducing stigma allowing Australia to become a global leader in harnessing this untapped talent pool.

We are certainly seeing positive momentum towards supporting the employment of people with disabilities in Australia, starting a shift towards a more diverse and inclusive labor market, and in doing so opening up the country to a host of more benefits. wide economic, with shortages of employees in critical industries such as trade professions. Continuing to provide support to people living with disabilities is essential. This extra care and focus changes lives and industries.

With that in mind, here are three ways your small business can maximize a diverse hiring process and use disability hiring to level up your operation.

1. Examine your employment practices

When writing your organization’s job descriptions, take a look at your hiring processes and see if they are inclusive of diverse candidates. Make sure your organization’s commitment to diversity and inclusion is clear to applicants.

Take a look through the stages of the hiring process and assess the strengths and weaknesses of its accessibility. Little things like accessible online application systems or alternative methods for submitting applications, like phone or email, go a long way to accommodate different needs or deter what might be a great candidate.

2. Use Disability Employment Service Providers

Disability Employment Service Providers specialize in helping both people living with disabilities find and keep jobs and employers in identifying, recruiting and supporting employees with disabilities. Through high-level training in job-specific skills, these organizations prepare candidates for the workplace and also facilitate workplace modifications, wage subsidies and employer training. You can find your local Disability Employment Services provider online at jobaccess.gov.au/. The best candidate for your role may be closer than you think.

3. Improve access to the workplace and accommodation

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Ensuring that facilities, equipment and workspaces are suitable for individuals with various disabilities is essential to attracting talent to your workplace. There is a great opportunity to adopt rapidly developing technologies and assistive devices that can assist the participation of individuals with disabilities. Promoting flexible working arrangements and reasonable accommodation, such as modified work hours or work assignments, to meet the specific needs of employees with disabilities will be critical to a fair and equitable employment partnership.

By implementing these strategies, your small business can tap into a diverse and talented candidate pool, grow your workforce, and contribute to a more inclusive society. Those who think ahead will see the immense opportunity for business growth and competitive advantage available to them.