How to hire someone living with a disability, injury, or health condition

According to the Australian Bureau of Statistics, in Australia, one in five people live with a disability, yet people with disabilities are twice as likely to be unemployed as those without.

This imbalance reflects the barriers society creates in the workforce, not the abilities of people with disability.

Expanding your recruitment pool to include people with disability is a smart, long-term business move.

A diverse and inclusive workplace leads to stronger teamwork, improved employee retention, a more positive company reputation, and higher productivity.

In this guide, we’ll discuss the benefits of hiring a diverse workforce and the practical steps your organisation can take to attract and support job seekers with disability, injury, or health conditions.

What are the benefits of hiring people with disability, injury or health conditions?

Like all employees, people with disability bring a wide range of talents, skills, and qualities to the workplace. Your organisation could benefit in many ways, including:

Expanding your talent pool

With one in five Australians living with disability, you open your organisation to a wider range of candidates. Including people with disability in your talent search can help you find the right person for the job, someone you might not have considered otherwise.

Reliability

Employees with disabilities are often characterised by high levels of dedication and commitment. According to the Australian Public Service Commission, studies show they tend to take fewer sick days and remain in their jobs longer, which can reduce turnover and increase team stability.

Productivity

When placed in roles suited to their skills and strengths, people with disabilities can be just as productive as anyone else. Their unique perspectives and problem-solving abilities often make them valuable assets.

Teamwork

People with disabilities can excel in building strong relationships with both customers and colleagues. Their ability to foster positive interactions can contribute to a more supportive and cohesive team environment, boosting morale and teamwork.

Diversity

Having a workforce that includes people with a variety of abilities and experiences can lead to better problem-solving, increased creativity, and a stronger company reputation for innovation.

Innovation

Hiring people with diverse abilities ensures that your team better reflects the communities you serve. This can improve how your products and services meet community needs, leading to stronger engagement with your customers.

Financial benefits

Hiring people with disability may reduce costs through lower employee turnover, fewer compensation claims, and reduced recruitment expenses. There are also government incentives available to support businesses that employ eligible people with disability, such as wage subsidies and funding for workplace adjustments.

How to hire people with disability, injury, or health conditions

When considering how to hire people with disability, it’s important to look at the entire recruitment and retention process. Ask yourself:

• How can we attract candidates with disability?
• What barriers might exist in our recruitment process, and how can we remove them?
• How can we support employees to succeed in their roles?

Here are five practical steps to help you hire people with disability:

1. Make your job listings accessible

Candidates with disabilities often seek out employers who demonstrate a commitment to inclusion. Show that your organisation values diversity by:

• Including a statement in all job advertisements encouraging applications from people with disability, injury, or health conditions
• Clearly stating your inclusion policies on your website
• Using diverse imagery that reflects inclusion
• Ensuring that videos and images are accessible, with captions and alternative text
• Offering multiple methods for candidates to contact you and submit applications, such as phone, email, or video

2. Write inclusive job descriptions

When writing job descriptions, focus on the essential tasks and remove requirements that may unintentionally exclude people with disability. For example, if driving or verbal communication isn’t crucial to the role, don’t list these as must-haves.

Use simple, clear language and avoid jargon. Provide details about the accessibility of your workplace to allow candidates to assess whether the role is suitable for them.

3. Rethink your interview techniques

Traditional interviews may not always be the best way to assess someone’s suitability for a role. Adjusting interview methods to accommodate different needs is important. Options include:

• Offering interviews via video call or in accessible locations
• Providing alternative formats for responses, such as written instead of verbal answers
• Adjusting the environment, such as dimming lights or reducing noise for those sensitive to their surroundings
• Offering alternative assessment formats, such as audio or large print versions of tests
• Providing extra time or support during assessments

4. Offer workplace accommodations

Every employee has different needs. Some people with disabilities may require specific accommodations to excel in their role, while others may not need any. It’s best practice to ask all employees if they need adjustments.

Workplace accommodations might include:

• Flexible working hours or remote work options
• Time off for medical appointments
• Adjustments to the physical environment, such as quieter spaces or ergonomic equipment
• Assistive technologies, like screen readers or voice-to-text software

By offering flexibility and understanding, you create a more supportive workplace where everyone can thrive.

5. Access incentives and financial assistance

The Australian Government offers several incentives to help cover the costs associated with employing people with disability. These include:

• The Employment Assistance Fund (EAF): Financial support for workplace modifications and assistive technologies.
• Wage subsidies: To help with the initial employment costs for people with disabilities.
• Disability Australian Apprentice Wage Support (DAAWS): Support for apprentices and trainees with disability.

For more details on these options, reach out to APM’s team for assistance.

6. Partner with a Disability Employment Services provider

Disability Employment Services (DES) providers like APM support job seekers with disabilities in finding and keeping employment. As an employer, you can partner with DES providers to connect with qualified candidates, access funding for workplace adjustments, and receive ongoing support for both you and your new employees.

Find the right candidate with APM

As a national provider of Disability Employment Services, APM is dedicated to helping employers create more diverse and inclusive workplaces.

We can connect you with talented candidates, provide access to financial assistance, and support you in making your workplace a place where everyone can succeed.

Ready to create a more inclusive workforce?

Contact APM today to learn how we can help you hire the right candidates. Call us or visit your local APM team for more information on the benefits of hiring people with disability.

Resources and further reading

• The compelling case for disability employment in Australia - Job Access
• Disability myths and stereotypes - Australian Public Service Commission
• The benefits of hiring people with disability - Australian Human Rights Commission
• Improving the recruitment and selection of people with disabilities - People Solutions

About this article

APM supports people with disability, injury, or a health condition through various programs and services across its businesses, including Disability Employment Services in Australia.

The information contained in this article is for educational and informational purposes only and is not intended as health or medical advice. Always consult a physician or other qualified health provider regarding any questions you may have about a medical condition or health objectives.

When discussing disability, APM’s copy style is to use person-first language and the social model of disability in the first instance. Some articles may use identity-first language or refer to the medical model of disability for clarity or to better suit a specific audience.

If you have any questions or feedback about the content of this article, visit our Feedback page to get in touch or email support@apm.net.au