Creating an Accessible Workplace

Almost twenty percent of Australians are living with a disability. Despite encompassing such a large proportion of the Australian population, people with disabilities are sorely underrepresented in the workforce. According to the NDIS, only fifty three percent of people with disability are in the workforce, and only twenty five percent of people living with profound or severe limitations. Despite Australia experiencing job growth, rates of unemployment are on the rise for those living with disability.??

This discrepancy is due to the barriers that disabled people can experience in the workplace. These may include unfounded prejudices regarding people with disability’s capacity to work, employers only offering menial or repetitive work that is more likely to result in disengagement, employers avoiding employing people with disability due to the perceived difficulty, or accessibility issues such as lack of wheelchair access, inaccessible transport options or challenges relating to sensory stimulations within the workspace.??

People with disability have the right to work in workplaces that are accessible, inclusive, equal, and freely chosen. Being able to participate in work that is stimulating and fulfilling is an important part of ensuring a person’s mental health and wellbeing. It also offers greater opportunity for socialisation and community support. Businesses also benefit, as the range of talent and experience in the workforce is broadened. A better representation of the customer base is reflected, which can improve customer engagement, and employee loyalty ensures a decrease in turnover of staff.?

In order for both employers and people with disability to benefit, workplaces must first be accessible. Ensure your office is accessible for people who have additional mobility needs. Remove any lighting or artwork that may be overstimulating for someone with psychological or intellectual support needs, and create quiet spaces people can access when they need a break. People with physical disabilities often report that public transport prevents them from getting to work. A car-pooling system with other team members or flexible working from home arrangements can alleviate the added stress of commuting. Making reasonable adjustments to workloads is a basic way of ensuring an office is inclusive; someone dealing with chronic pain or fatigue issues may not be able to complete their workload within a standard working day. Introducing flexible working hours that allow people to choose the times at which they complete their work offers greater independence and can allow people to adapt their job to suit their needs. Provide education for all team members to ensure that they are able to assist in making the work environment as supportive and accessible as possible. Socialisation is an important part of a workplace, so ensure that all social work events are accessible, too.??

Every person is different, and will have different access requirements, so maintaining the flexibility to ensure that you are able to discuss and explore specific options to suit people’s needs is important. However, ensuring that you have the above, basic accessibility requirements covered ensures that your workplace will be a viable option for people with disability to consider. For further information on how you can make your workplace accessible, visit https://includeability.gov.au/?