Disability-inclusive recruitment practices
Disability is wide-ranging and comes in many forms. We acknowledge that the language around disability is evolving and there is active debate in the community and different preferences about ways to describe disability. We acknowledge the importance of having conversations with individuals about their preferred language and not making assumptions. It is critical to respect individual preferences.
Some people prefer to be referred to as a 'person with disability' and others prefer 'disabled person'. Others prefer the use of language such as 'diverse abilities' rather than disability. The language used on this website is not intended to indicate a particular preference and we do not intend to exclude anyone on the basis that their preference differs to the style used. We welcome feedback on the language of disability.
People with disability are underutilised in the labour market. By marketing jobs to disability networks and providers, and by using inclusive hiring practices at every stage of the process, you can find additional applicants with the right knowledge and skills for your vacancies.
Learn more about the benefits of hiring people with disability.
Video: Reframing recruitment
'Diversity begets diversity. If you bring a neurodiverse person into the workplace, [more diversity will follow] and you may address other workforce challenges with people you have overlooked in the past.'
– Geoffrey Smith, CEO of Australian Spatial Analytics, speaking at Reimagining Workforce 2023
Becoming an employer of choice
Before you advertise a role, there are many things you can do to better understand the needs of people with disability, make your workplace inclusive and accessible, and target your recruitment effectively.
The following resources provide information and training to help your organisation attract the best candidates.
JobAccess: For employers
JobAccess is the national hub for disability employment information. The site includes tools, resources, and financial assistance to support workplaces in the employment of people with disability.
A step-by-step guide to preventing discrimination in recruitment
This Australian Human Rights Commission resource guides you through each stage to ensure a fair and unbiased hiring process that does not discriminate against any candidate.
Attracting candidates
In this online training session from the Queensland Council of Social Service (QCOSS), learn how to position yourself as an employer of choice, attract a broad pool of candidates and retain skillful employees.
IncludeAbility
Access a range of useful employer resources from the Australian Human Rights Commission to help you increase meaningful employment opportunities for people with disability, and to close the gap between people in the workforce with and without disability.
Employers guide to hiring people with disability
This guide from National Disability Services - Australia's peak body for disability service organisations - explains disability employment options, considerations and supports, and tells you how to provide inclusive and safe work environments.
Supporting diverse workforces
These resources from QCOSS support community services organisations to develop their human resources capability. Access training and tools to build a stable and diverse employee base and communicate your organisation’s value to jobseekers.
Advertising a position
Check the job description before advertising a position. Does it signal to potential candidates, including people with disability, that the organisation values diversity?
Consider including one of the following statements, or something similar, in any advertising material.
We are committed to ensuring our organisation reflects the diversity of the community and welcome applications from Aboriginal people and Torres Strait Islander people, people of all ages, people who are neurodivergent, people with disability, people from culturally and linguistically diverse backgrounds, and people from the LGBTIQ+ community.
We are an equal opportunities employer who will provide reasonable adjustments for people who are neurodivergent and people with disability. You are welcome to contact us to discuss any additional support you need from application onwards.
When advertising the position online, ensure the advertisement is available in accessible formats – for example, Word or RTF as well as PDF versions – so it can be read by people using text-to-audio software.
In addition to advertising through your regular channels, consider advertising vacant roles through Australian Government-funded disability employment services providers, who offer free recruitment services to employ a person with disability, including:
- professional recruitment advice
- a ready candidate pool
- help with job design
- developing job descriptions
- training and awareness-raising activities for employers, managers and co-workers
- on-the-job training and support for employees with disability
- ongoing support in the workplace
- help with access to financial support and incentives.
You can also register jobs with The Field, a government-funded disability recruitment service.
Video: Design and advertise your job
Once you are open to hiring people with disability, you need to know how to design and advertise job positions so that people with disability are encouraged to apply. This video is part of the JobAccess employer toolkit.
Inclusive shortlisting and interviews
Consider using an accessible selection process. A standard written application and interview may not be the best way for all candidates to tell you about their experience and skills. Alternatives could include submitting a video or demonstrating skills in a work sample.
Ask all shortlisted candidates proceeding to the next step of the selection process whether they require any adjustments or assistance to participate in the process, regardless of whether they have disclosed any specific needs in their application. For example, 'What adjustments or assistance can we provide to support you to participate in the next part of the selection process?' This question covers providing a choice of face-to-face or online interviews, and providing information and support on location, time of day preferences or pre-interview preparation. People with disability often have their own equipment and assistive technology they can use in the process, so check what support they need.
Consider including the following for all applicants:
- Allow perusal time prior to an interview, during which a person can view the questions and make notes to prepare their answers.
- Check on the preferred setting for an interview – while coffee shop interviews may help some people to relax, others may be able to focus better in a quiet space without interruptions.
Read tips on interviewing people with disability.
Questions you can ask a person about their disability
| Appropriate questions | Inappropriate questions |
|---|---|
The only questions an employer can lawfully ask about a disability or injury relate to:
| Some questions about an individual's disability are inappropriate, including questions about:
|
You should wait until after you have made a job offer to discuss workplace adjustments that are not relevant to the interview. However, if these adjustments are linked to the job function, then it is legal to ask during the interview. In this case, ensure equal time is provided to all interviewees to answer the interview questions, after which interviewers may ask additional questions about what adjustments may be needed.
Video: Interview and selection process
Interviewing people with disability for a job means understanding how to prepare the right questions, and knowing your role in the process. This video is part of the JobAccess employer toolkit.
Preparing to commence work
Regardless of who the successful candidate is, and whether they have disclosed a disability, it is good practice to ask the person if any adjustments to the workplace are needed to perform the role. Questions to ask before they commence could include:
- Will you need any special work arrangements so you can do your job?
- Will you need any changes to be made here in the workplace?
- Have you got ideas about strategies to do your job?
- Do you have ideas for making your workplace safe?
While it is important to ask these questions, the candidate may not have the answers immediately as they may need more context about the workplace. If this is the case, the new supervisor may like to invite them for a walk-through of the workplace prior to starting work. This could be scheduled in the weeks leading up to the start date and can assist a person to settle in more easily.
Sometimes these questions may need to be answered with assistance from an occupational therapist, which can be arranged at no cost through JobAccess. Find out more about available support and getting your workplace ready.
Check with the individual as to whether they would like an assessor to help make suitable recommendations.
If equipment or physical changes are required, funding of up to $30,000 may be available from the Australian Government. Learn more about funding for workplace changes.
Commencing work
Follow these tips when a person with disability is commencing work:
- Encourage co-workers and managers to become more disability aware with free online awareness training.
- As with all new employees, introduce the new person to co-workers and make them feel welcome.
- Information about a person's disability is confidential. Ask them what, if anything, they would like others in the workplace to know about them and their capabilities at work. Find out more about sharing access requirements.
- Through the usual onboarding process, ensure the new starter has the information they need about the organisation and what is expected of them.
- Consider the individual's prior experience. Some people with disability may have only ever been self-employed. If they have never worked for an employer before, take the time to explain aspects of the workplace others take for granted, such as timesheets, performance management, how to escalate an issue, and what they can and cannot ask for.
- As with all new starters, it may be helpful to assign a 'buddy' or mentor who they can meet with regularly, ask questions, and learn the many unwritten rules of 'how we do things around here'.
Video: Induction and training
As with any employee, people with disability will likely need training in their new role. Find out how to make sure the process is accessible and fair. This video is part of the JobAccess employer toolkit.
Also consider...
- Read about hiring and recruiting staff and finding the right people.
- Learn about hiring an apprentice or trainee with disability.
- Contact one of our Industry Workforce Advisors to get specialised advice and support for your industry.
- Read more about the Back to Work program, which supports employers who hire long-term unemployed jobseekers.
- Find information, tips and resources on hiring and recruiting from our Mentoring for Growth mentors.
- Discover Queensland's Disability Plan, which promotes access and inclusion for all Queenslanders with disability.
- Learn more about the Queenslanders With Disability Network, an advocacy organisation of, by and for people with diverse disability.
- Find out about the Australian Government Department of Social Services' Disability Employment Centre of Excellence.
- The EmployableQ toolkit can help you build inclusive, welcoming, and safe workplaces for LGBTIQ+ people with disability.