Hire people with a disability

Inclusive employment makes good business sense. 

Access a wider talent pool

  • 20 per cent of Australians live with a disability, and 80 per cent of those have a hidden disability. By hiring inclusively, you can tap into a huge source of talent.

Add value to your team

  • People with disability bring valuable skills, experiences and perspectives that strengthen teams and boost workplace performance
  • Creating inclusive workplaces benefits everyone. Teams tend to be more cohesive, engagement is higher, and overall absenteeism and turnover are lower.

Reflect your community

  • Your customers are part of your community – and 20 per cent of that community lives with disability. Building a diverse team helps your business connect better with customers, boosting satisfaction and loyalty. 

Job Access has an employer toolkit for all matters relating to disability employment.

Financial support for employers

The Australian Government’s Employment Assistance Fund (EAF) provides financial support to help cover the cost of workplace adjustments, such as modifications and equipment.  

Funding can be used for:

  • Workplace adjustments and modifications 
  • Work vehicle modifications 
  • Workplace equipment such as assistive technology and information and communication devices
  • Auslan interpreting services
  • Specialised services and support for employees with learning and or mental health conditions.

For more information, visit the JobAccess website. 

I want to get my workplace ready

Ability WA delivers The Right Fit project, helping businesses create inclusive and accessible workplaces.  For more information on how to transform your workplace and become an employer of choice, visit abilitywa.com.au. 

I am ready to look for staff

Inclusive Employment Australia (IEA) consultants connect businesses with job seekers who have a disability.  

Employers can access expert advice and practical support on recruitment and workplace practices. 

IEA consultants can help employers to:

  • Identify business needs
  • Find suitable candidates
  • Access training
  • Make workplace adjustments and job customisation, including funding support 
  • Provide safe and productive workplaces
  • Retain employees with disability.

Inclusive Employment Australia consultants in the City of Swan:

Employer resources

Disability employment video series

Our disability employment video series highlights why inclusive employment makes good business sense. People with disability bring valuable skills, experience and fresh perspectives that strengthen teams and improve workplace performance. Creating inclusive workplaces benefits everyone.

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Disability employment video series – BIZLINK, Midland

In this video, we learn from the service providers that support our businesses on their path to disability employment. 

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Disability employment video series – Georgia Miller, JobAccess

In this video, we speak with representatives of the federal agency that provides funding for workplace adjustments, supporting employees with disabilities. 

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Disability employment video series – Malaga Print and Signs

In this video, we explore how meaningful employment can positively impact people with disability. 

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Disability employment video series – Corrina, The Vines Resort

In this video, we explore how disability employment can positively impact the whole team within the business. 

Frequently asked questions: Disability employment and your business

*Developed in collaboration with Ability WA

Many small businesses face challenges in connecting with candidates with disability – often due to limited outreach, inaccessible recruitment processes, or low awareness of available reports.

Reaching more candidates with disability requires practical recruitment strategies, strong partnerships and a shift in how and where roles are advertised and communicated.

To expand your search:
  • Ensure your job ads and application process are accessible, inviting and advertised in the right places, such as disability-specific platforms, community channels and through encouraging internal referrals 
  • Connect with local providers listed on the City of Swan disability employment page
  • Partner with an Inclusive Employment Australia (IEA) provider. 

 

Support is available through The Right Fit, JobAccess and IEA consultants, who can help you design inclusive recruitment strategies tailored to your business.

Start by identifying what the job really needs – focus on what must be done, not just how it’s usually done. You may be able to make small changes that have a big impact, such as: Offering flexible hours, part-time work, or flexible job design.
  • Adjusting duties or workspaces and using assistive technology or equipment
  • Modifying or redesigning roles to suit different capabilities
  • Accessing resources and exploring a wide range of practical, low-cost adjustments.

 

You don’t have to do it alone. Support is available. Consultants from The Right Fit, JobAccess or IEA can review your roles and workplace to:

  • Identify suitable adjustments and technologies 
  • Explore redesign opportunities
  • Help you access available funding. 

Many employers want to be inclusive but feel unsure about creating an accessible workplace. Building disability confidence means feeling comfortable hiring, supporting and working with people with disability.

You can build confidence by: 
  • Starting with awareness: disability inclusion training, such as that offered by The Right Fit or JobAccess, can help clear up common misconceptions
  • Learning from lived experience: engaging with people with disability – as employees, advisors or mentors – builds understanding and empathy 
  • Asking, not assuming: everyone’s needs and strengths are different
  • Using trusted resources: practical guides from Disability Awareness
  • Focusing on capability, not diagnosis: disability confidence means recognising potential, not limitations. 

Employers don’t need to be experts – just open, informed and willing to learn. The more you learn and engage, the more confident you become – and that confidence helps attract and retain staff. 

Most workplace adjustments are low-cost or free, and the return on investment is often high. Some changes, such as flexible working hours or arrangements, cost nothing and benefit all employees, not just people with disability.

Data shows that more than half of all workplace adjustments cost nothing at all. Most paid adjustments cost under $500 – for example, ergonomic chairs, screen readers or flexible hours. Funding is also available for equipment or modifications, and programs like JobAccess can often cover the costs of assistive technology and workplace adjustments.

Providing reasonable adjustments is not only inclusive – it’s also a smart financial decision. Supporting employees with disability through tailored adjustments is often far more cost-effective than managing the costs of turnover, recruitment and onboarding. By investing in adjustments, businesses can boost performance, build loyalty and create a genuinely inclusive workplace. To learn more about workplace adjustments, visit JobAccess.

In Australia, it is unlawful to treat someone unfairly because of their disability. The Disability Discrimination Act 1922 is the main legislation protecting people with disability in the workplace. These legal obligations apply to all employers and must be upheld through fair, transparent and consistent employment practices.
 
Anti-discrimination laws protect people with disability from unfair treatment. They also protect employers who act reasonably and in good faith. Employers must make reasonable adjustments to support employees with disability, provided these adjustments do not mean lowering performance standards or compromising safety. 

Performance management and termination processes must also be fair, well-documented and consistent with those applied to all employees. 

Employers are also protected – if you’re unsure what’s reasonable or on offer, support is available. The Right Fit, JobAccess, IEA and The Chamber of Commerce and Industry of Western Australia can provide advice on legal compliance, workplace adjustments and inclusive practices. Local providers can also help employers understand their obligations and build confidence.

Inclusive hiring isn’t a legal risk – it’s a legal right and a sign of good business leadership. 

According to the Diversity Council Australia (DCA), employees with disability in inclusive workplaces are four times more likely to say their work positively impacts their mental health. Inclusion also contributes to stronger team performance, engagement and loyalty.

Far from disrupting culture, inclusion strengthens it. Evidence shows that team morale improves when inclusion is visible and valued, as it signals fairness, respect and good leadership. Diverse teams are more innovative and resilient, especially when people feel psychologically safe. Concerns about fitting in are typically addressed through supportive onboarding, open communication and inclusive leadership.

Employees with disability contribute unique perspectives and skills – such as adaptability, problem-solving and lived experience – that enrich team dynamics. Creating a culture that genuinely includes people with disability shows that everyone’s contribution matters, builds trust, strengthens teamwork and enhances overall workplace satisfaction.

Most businesses are more ready than they think and just need the right support to take the next step. Readiness looks like being open to learning about inclusive practices, having basic policies in place such as fair recruitment, flexible work options and a safe workplace and knowing support is available through programs like The Right Fit, JobAccess and IEA .

Even small changes, like using inclusive language in job ads or offering flexible interview formats, can make a big difference. If you’re asking this question, you’re already on the right track. Providers like The Right Fit and IEA can offer tailored support to help your business build confidence and readiness.

The DCA Inclusion@Work Index shows that inclusive organisations achieve 28 per cent higher revenue, twice the net income, and 30 per cent higher profit margins. Inclusive hiring doesn’t reduce productivity – it helps unlock it. Productivity is individual and not defined by disability status; the right role, support and environment make all the difference.

Employees with disability, including those who have navigated barriers in education or employment, contribute valuable skills and perspectives. Programs such as IEA help match candidates to roles based on capability, while The Right Fit program supports employers to design roles that encourage both productivity and inclusion.

For more information and support, email business@swan.wa.gov.au.

Ngalak Maali Boodja Kaditj, Whadjuk Moort Noongar Boodjara, Baalap Kalyagool Noyyang, Boodja Kep Moort, Ngalak Kwabaduk Wirn, Kabarli Bworan Kora Kora, Yeyi Ngoongoolong.

The City of Swan acknowledges the Traditional Custodians of this region, the Whadjuk people of the Noongar Nation and their continuing connection to the land, waters and community. We pay our respects to Elders past and present, and their descendants.

Aboriginal artwork by Norlap Creative in partnership with Nerolie Bynder.

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