Disability at work: access, credibility and fair recognition
Beyond Employment: The Fight for Credibility
By Todd Winther · Originally published 21 April 2015
Original article
Todd Winther lives in Brisbane. He has written for The Conversation, ABC Online, and the Brisbane Times. He works for Youngcare Australia as its Grants Administrator. To read Todd’s article on planning his visit to the US with Kat, click here.
A few weeks ago, I was asked to appear on ABC News 24 to discuss an issue relating to the recent Queensland Election campaign. The reporter had read my work for another publication, and wanted to know if I would be able to do a live interview based on my article in their Brisbane studio. Before agreeing to participate, I had to ask the same question I always have to when going to a new environment:
“Does the studio have wheelchair access?”
One can assume these things, but you always have to check. Thankfully, I was in luck and the studio was very accommodating, but I always hate asking that question. I feel from that moment on I cede control of my professional life to my disability.
Most of my work has nothing to do with the fact that I have Cerebral Palsy and use an electric wheelchair as a tool for movement. In work and in life I’ve always had to strike a balance between carving an identity, which is independent of my disability, whilst acknowledging that I will always have physical limitations that will require some form of assistance.
Those who may not have had exposure to people with disabilities in the workplace may feel that a failure to disclose my diagnosis is devious. However, I want my work to be judged on its merits, both in terms of quality, and in terms of how I am perceived by the wider community. I do not want to be known as “an academic in political science who has a physical disability’”.
My work is independent of the challenges I face on a daily basis. I do not want to be the “crip” who is employed merely to fill an equal opportunity quota or as a success story so my employer can brag about how they employ people with disabilities.
I was reminded of this a few months ago while reading an article on Triple J newsreader, Nas Campanella, who is visually impaired. In an article by Broadsheet Media that was widely shared on both Facebook and Twitter, she described the accommodations that Triple J has made so she could do the job that she was employed to do.
The comments on both social media platforms were as atrocious as they were predictable. Instead of acknowledging Campanella’s contribution to the radio station, commentators chose to praise Triple J for choosing to employ a person with a disability based on merit. Even worse, many of the same commentators labeled Campanella ‘an inspiration’ merely because she has chosen to be employed in a field that is not contingent upon her disability. The decision that Triple J took to employ Campanella and to create a supportive work environment should not be an exception: they should become the norm.
Let’s be clear here. There are two struggles that people with disabilities face when trying to find employment. The first is obvious. Employers need to recognise that employment of a person with disability is not a burden, and with the necessary modifications (if required) they cannot only contribute, but thrive in an organisation.
Perhaps the bigger challenge comes when this tall hurdle is conquered. Once people with disabilities are employed in a supportive workplace, work must be judged on its merits. Disabilities should not be a factor when evaluating our performance.
We have the right to work if we desire to. However, employers have the responsibility to not let our disability to determine our performance.
I have never used my disability as an excuse and employers should not either.
Clickability editorial update: October 2026
Keep the conversation focused on the work and access you need
You can ask practical questions about recruitment or a workplace before deciding what personal information to share. Explain the access requirement relevant to the task and ask who will arrange it. Todd’s concern about being defined by disability may resonate with you, or your preference may be different.
Consider how you want your work described in public profiles or employer publicity. A request for support should not automatically become a success story for marketing. JobAccess provides employment information, including workplace support considerations.
Recognise the work without turning the employee into a symbol
Evaluate duties fairly and address access barriers with the employee. Ask permission before using their disability or adjustment experience in publicity. Avoid praising ordinary employment as an act of charity. An adjustment enables someone to do their work; it does not require exceptional performance in exchange. Keep the employee involved when arrangements or duties change.
Questions readers ask
Must every worker disclose disability in the same way?
No. Consider the role, relevant requirements and the person’s circumstances; this account describes Todd’s preference. Official guidance
Find support alongside your working life
If you need NDIS support alongside work, describe the assistance you are seeking. Compare providers and confirm their role before agreeing to services.
