Championing Human Rights in the Public Sector: A Focus on Employment for People with Disabilities

This is an issue close to my heart: the right to work, as outlined in Article 23 of the Universal Declaration of Human Rights, adopted in 1948. This article asserts that everyone has the right to work, to free choice of employment, to just and favourable working conditions, and protection against unemployment. It also affirms the right to equal pay for equal work and to form and join trade unions for the protection of one’s interests.

My career has been shaped around one particular aspect of this—the right to work without discrimination, especially for people with disabilities. Over the years, I have worked as an occupational therapist, focusing on how occupations—self-care, productivity, and leisure—can help individuals lead fulfilling lives. My Master’s thesis researched the prevocational programs for young people with psychosis.? I was accepted to undertake a PhD exploring the occupational choices of young men playing NRL with a focus on education and career.? And, I managed the first employment agency in Brisbane that specialises in supporting people living with mental health conditions find and keep work.?

But why does employment matter so much?

Beyond financial benefits, employment is tied to identity. It gives people a sense of purpose and pride. It offers choice—the freedom to determine one's own future. And importantly, employment leads to better health outcomes. People who are employed tend to be healthier, both mentally and physically, than those who are unemployed.

Now, let’s talk about where we stand in Australia in delivering on Article 23 for people with disabilities.

In October 2024, Australia's unemployment rate stood at 4.1%, but for people with disabilities, the situation is starkly different.

People aged 15 to 64 with disabilities have an employment rate of 48%, far lower than the 80% employment rate of those without disabilities. Even among people with severe disabilities, only 24% are employed.

An estimated 30 to 40% of the population is neurodivergent, yet 34% of the neurodiverse community remains unemployed.

Around 37.6% of people with mental health conditions are either unemployed or not in the labour force at all. Among those with severe mental illness, this jumps to 67.3%.

Only 34% of people with Down syndrome over the age of 25 have a paid job, compared to 76% of their peers without Down syndrome. Of those employed, just 8% are in open employment—meaning the majority are in segregated work environments.

58% of people who are blind or have low vision and want to work are unemployed, compared to 14% in the wider population.

It’s clear that we have a long way to go in achieving equal opportunities for all.

Last week was International Day of People with Disabilities and I reflected on the role of leaders in creating opportunities for accessible and discrimination free employment.??

An interview with Disability Discrimination Commissioner, Rosemary Kayess, informed this reflection, speaking powerfully about the need to address the root causes of systemic failures in employment for people with disabilities. She emphasised that rather than focusing on surface-level strategies and policies that promote inclusion, we must confront the deeper, more entrenched barriers that prevent people with disabilities from fully participating in the workforce. As Ms. Kayess pointed out, it’s not enough to focus on policies and strategies that sound good—we need to ensure that organisations are genuinely making reasonable adjustments and creating favourable working conditions.

I will share a range of accessibility adjustments implemented within my team. These adjustments have proven to be both successful and sustainable, as I have consulted with experts in HR, ER, Wellbeing, and Rehabilitation for guidance and feedback.

Enduring 12-month medical certificates to make it easier for people with episodic and re-occurring health conditions to access personal leave

FWA adjust need for break times in acknowledgement of the different working style of neurodivergent brains.

Adjustment of start and finish time (10.30am - 6.00pm) in recognition of peak performance time for ADHD neurodivergent brains.

Role carved an administration role to create a specialist data administration position to deliver a critical service accurately and actively recruited for and matched the to an autistic applicant

Match work activities to strengths and functioning acknowledging fluidity of functioning and performance ???

As we approach 2025, I encourage you to take proactive steps toward being a respectful ally to people with disabilities. Amplify the voices of those with lived experience and collaborate in co-designing meaningful accessibility solutions. At the same time, we must recognise the accessibility load placed on people with disabilities—the expectation for them to identify and address barriers, educate others, and foster awareness.

How will you partner with lived experience experts to share this load and create a truly inclusive and accessible work environment where everyone can do their best work?

Let’s work together to make a difference.