Every year, hundreds of thousands of skilled workers are overlooked, simply because workplaces aren’t built for accessibility. In Australia, 2.1 million people of working age live with disability, and only 48% of this group are employed.

That is a vast, untapped pool of talent—one rich in creativity, diverse perspectives and innovation. This is why companies that embed accessibility into their hiring, culture, and policies gain a competitive advantage. Here are five essential strategies for taking meaningful action on this business imperative:

1. Encourage Applications from People with Disabilities

A strong, visible commitment is essential for attracting talent. One simple but powerful way to do this is by stating in job postings: “We encourage applicants with disability to apply.” This sends a clear message about your company’s values and sets you apart as an employer.

Beyond job ads, partnering with organisations that support people with disability can expand your reach, making the recruitment process more accessible and connecting you with talented candidates. By openly demonstrating your commitment, you foster trust and create a welcoming environment for a diverse range of applicants.

2. Rethink Job Requirements

Many job descriptions unintentionally exclude people with disabilities by listing qualifications or physical abilities that aren’t actually essential to the role – preventing organisations from truly hiring the best person for the job. Review your job postings carefully and remove any unnecessary requirements that may limit your candidate pool.

For example, if a driver’s license is not actually needed for the role, it should be removed from the qualifications list. By focusing on core skills and competencies rather than arbitrary prerequisites, you can ensure that hiring is based on real, rather than perceived, merit.

3. Embrace Flexible Work Arrangements

The rise of remote work and flexible hours has been a game-changer for workplaces. Flexible arrangements, such as working from home or adjusting schedules to accommodate personal needs, have proven especially beneficial for people with disabilities.

A 2023 Community, Equality, Disability Action (CEDA) study found that remote-capable roles saw nearly a 6% increase in participation by people with disabilities, with these groups now engaging in remote work at rates comparable to their peers

4. Provide Disability Awareness Training

As in so many things, education is key. Offering disability awareness training for all employees helps create a more supportive environment where everyone understands barriers to participation, and how to ensure these are removed.

This training should cover practical ways to provide reasonable accommodations, communicate effectively, and create a culture of respect. When employees have the tools and knowledge to help everyone bring their best, the entire workplace benefits.

5. Foster an Accessible Environment

People living with disability are experts in disability. Creating an accessible workplace goes beyond physical accommodations—it requires involving those with lived experience to ensure workplaces are actively accessible.

This includes:

• Physical modifications (e.g., step-free access, ergonomic furniture)
• Sensory-friendly considerations (e.g., quiet spaces, adjustable lighting)
• Accessible communication formats (e.g., braille, large print, audio versions)

Designating an accessibility lead can help ensure continuous improvement, while proactive adjustments—made before they are requested—demonstrate a commitment. True accessibility should be woven into the fabric of an organisation.

Economic and Social Benefits

Hiring based on merit is not just a moral imperative–it’s a business advantage. Companies that prioritise accessibility create better workplaces for all employees and will attract top talent, foster innovation, and create high-performing teams.

Contact info@thepalladiumgroup.com to learn more.