Inclusive Employment Strategies: The Future of Workforce Diversity and Economic Inclusion

Employment is more than just earning a wage—it is a key driver. Social inclusion, economic independence, and personal growth are crucial. Yet, for individuals with intellectual and developmental disabilities, accessing meaningful employment remains a significant challenge. While policies have evolved to promote inclusivity, systemic barriers still prevent many from joining the workforce, depriving them of financial security, community participation, and the chance to contribute their unique skills and perspectives.

Traditional employment models often operate under a one-size-fits-all mentality, overlooking the diverse capabilities of individuals with disabilities. However, innovative employment strategies such as Individual Placement and Support (IPS) and Customised Employment (CE) are reshaping this landscape. These approaches are driven by person-centred planning, ensuring that individuals are matched to roles that align with their strengths and aspirations rather than being placed in predefined jobs that may not suit their capabilities.

Customised Employment: The Shift Towards Inclusion

For decades, many individuals with disabilities were confined to sheltered workshops—segregated environments where they performed repetitive tasks for subminimum wages, with little to no opportunity for career advancement. These settings, once seen as a protective measure, have increasingly been criticised for limiting economic mobility and reinforcing exclusion rather than fostering independence.

In contrast, Customised Employment (CE) offers a highly individualised approach that focuses on aligning job roles with the strengths, preferences, and needs of the job seeker. This approach includes:

? Discovery Process: This is an in-depth, qualitative assessment of the individual's talents, work preferences, and ideal employment conditions. It replaces traditional vocational assessments, which often focus on perceived deficits.

? Job Development: Instead of trying to fit individuals into existing job descriptions, employment specialists collaborate with employers to create customised roles that benefit both the employee and the business.

? Sustained Support & Negotiation: Employment specialists facilitate ongoing workplace accommodations, relationship-building, and job coaching to ensure long-term success for both the employer and the employee.

Customised employment creates new opportunities by embracing flexibility and creativity. It is particularly effective for individuals with significant disabilities, including those who may have never worked before, as it removes rigid hiring requirements that often exclude them from the traditional workforce.

The Role of Individual Placement and Support (IPS) in Competitive Employment

While Customised Employment focuses on job tailoring, Individual Placement and Support (IPS) is an evidence-based model designed to integrate individuals into competitive employment rapidly. Initially developed for people with severe mental health conditions, IPS is now being expanded to serve individuals with disabilities, youth, and other populations facing employment barriers.

What Sets IPS Apart?

? Zero Exclusion Principle: Anyone who expresses a desire to work is eligible, regardless of disability severity, job readiness, or past employment history.

? Rapid Job Placement: Unlike models that require extensive pre-employment training, IPS prioritises quick entry into the workforce, ensuring individuals gain real-world experience as part of their recovery and skill development.

? Integration with Mental Health & Social Services: IPS specialists work alongside mental health teams to provide holistic support, ensuring that employment complements personal well-being and recovery.

? Employer Engagement & Long-Term Support: Employment specialists build relationships with businesses and facilitate job matching, workplace accommodations, and retention support.

A growing body of research confirms that IPS consistently leads to higher employment rates, better wages, and greater job satisfaction compared to traditional vocational rehabilitation programs. The approach is particularly effective for individuals with mental health conditions, autism, and those transitioning from institutional care into the workforce.

ACRE-Accredited Training and Customised Employment: Professionalising the Field

One key challenge in implementing customised employment at scale is ensuring that employment specialists and disability employment practitioners have the necessary skills and expertise to apply the model fidelity. This is where ACRE (Association of Community Rehabilitation Educators) accreditation plays a pivotal role.

ACRE accredits training providers and curricula that align with internationally recognised competencies in disability and customised employment practice. This ensures that employment specialists:

? Receive training based on best practices in Customised Employment.

? Develop expertise in Discovery, job development, and employer negotiation.

? Learn to implement the Work First Customised Employment model, which aligns with Article 27 of the United Nations Convention on the Rights of Persons with Disabilities (UNCRPD) and the UN Sustainable Development Goals.

? Can apply skills in Australia's NDIS and DES systems, ensuring compliance with national disability employment frameworks.

The Centre for Disability Employment Research and Practice (CDERP) College is the only ACRE-accredited training provider outside the USA. It ensures that Australian employment practitioners receive training contextualised to NDIS and DES standards while aligning with international best practices.

For employment service providers, investing in ACRE-accredited training ensures that staff are equipped with the knowledge and tools to support job seekers effectively. It also strengthens service credibility, demonstrating a commitment to evidence-based employment strategies. Importantly, it keeps them abreast of developments, such as the evolving role of the Employment Counsellor in supporting successful employment and organisational fidelity through the development of organisational effectiveness tools with overseas partners.

IPS Learning Community: Building Global Expertise in IPS Implementation

Just as Customised Employment benefits from ACRE-accredited training, IPS practitioners can enhance their skills through the IPS Learning Community.

The IPS Learning Community, established in 2002, is a global network of researchers, trainers, and practitioners dedicated to refining and expanding the IPS model. Through this initiative, IPS professionals gain access to:

? Training and technical assistance to ensure IPS fidelity.

? Ongoing research and evaluation to improve service delivery.

? Employer engagement strategies to strengthen workforce partnerships.

? Collaborative opportunities with IPS programs worldwide.

Disability employment providers seeking to implement IPS can engage with the IPS Learning Community to access cutting-edge research, implementation guides, and peer learning opportunities.

Looking Ahead: A Call for Action

Inclusive employment is not just a moral obligation—it is a strategic imperative. As businesses, policymakers, and advocates, we must:

? Challenge obsolete employment models that exclude individuals with disabilities.

? Invest in evidence-based approaches like IPS and Customised Employment.

? Adopt inclusive hiring practices that recognise the value of diversity.

? Leverage technology to break down accessibility barriers in the workplace.

? Support workforce development through ACRE-accredited training and IPS learning initiatives.

By embracing flexible, person-centred employment models, we unlock the full potential of diverse workforces, foster innovation, and create economic opportunities for all. The future of employment must be inclusive, sustainable, and equitable—because when workplaces reflect the diversity of society, everyone benefits.

www.cderp.com.au Dr. Peter Smith: [email protected]