Employing people with disability: practical inclusion
Rethinking Disability: Why business owners should take note
By The Salvation Army Employment Plus · Originally published 1 August 2018
Begin with the role and the access arrangements
Describe essential duties clearly and ask candidates what would make recruitment accessible. Review interview formats, premises and task arrangements without assuming every candidate needs the same change. Confirm who will arrange an adjustment and how the employee will be involved in reviewing it.
The article’s model-employee framing should not become an expectation of perfect attendance or exceptional gratitude. Evaluate performance fairly, protect personal information and obtain consent before sharing an employee’s story. JobAccess’s employer guide provides a practical starting point for current assistance.
Original article and dated context
The Salvation Army Employment Plus is one of Australia’s largest government funded employment services, finding quality employees for businesses – at no cost. Employment Plus also provides job seekers with access to specialised training, work experience and a range of support services. Be sure to review them if you’ve used their service!
Close your eyes and think of the word ‘disability’. What does it mean to you? If you don’t have a disability, maybe it conjures up an image of a person in a wheelchair. Or maybe it makes you think of a person with a vision impairment, holding a cane. Of course, these can be accurate representations of what disability can mean.
However, as we all know, business owners shouldn’t be limited by these definitions. Hiring people with disability not only makes good business sense – it can grow organisations in unfathomable ways. So, let’s bolster the movement, and share just why businesses should consider a person with a disability for their next hire.
Improved workplace morale
People want to work in and work with diverse workplaces – customers and employees alike! To be an employer of choice, you need to talk the talk – and walk the walk. Next time you have a vacancy, consider looking for a person with a disability to fill the gap. It’s not just about improving the morale of your workplace – it’s about proving you are a socially responsible employer.
Problem-solving skills
Despite there being a range of mechanisms to support a person with disability, there are still a range of challenges that they may face every day. Conquering these challenges inspires creative thinking and resourcefulness – and an ability to think outside the box. Hiring a person with disability can bring a team member to your organisation who has a fresh perspective.
Stop making excuses
Don’t have a wheelchair ramp? Need someone with a driver’s licence? Worried about absenteeism? Don’t assume a person with disability can’t do the job. Your Employment Plus Recruiter can help you find a winning candidate and equip your workplace with what it needs to get your new start working. Concentrate on finding the right person for the job and don’t make assumptions – we’ll make the rest work.
Model employees
Did you know people with disability take fewer days off, take less sick leave and have a higher retention rate than other workers? Once a person with disability finds the right job, the person performs equally well as other employees.
If you need to make workplace changes or buy special equipment for an employee with disability, your costs may be covered by the Employment Assistance Fund. You may also be eligible for a generous wage subsidy of up to $10,000 including GST. Your Employment Plus Recruiter is here to help you with the process. Simply call us on 136 123 for advice on how to diversify your workplace.
[Clickability update, October 2026:
Confirm present eligibility, availability and terms before relying on this historical subsidy amount or provider offer. JobAccess’s current employer guide explains Inclusive Employment Australia and workplace-support options.
]
Clickability editorial update: October 2026
Ask how support will work in the actual job
Discuss the tasks, hours and access requirements that matter to you. Ask an employment provider what assistance continues after placement and how concerns can be raised. You can request adjustments without agreeing to become an employer’s promotional example. Inclusive Employment Australia is a current employment-support pathway; it is distinct from NDIS services.
Is the quoted subsidy amount a current entitlement?
No. Confirm current program terms and individual eligibility. Official guidance
Find disability support alongside employment
If you need NDIS assistance alongside work, explain the practical support you want. Compare suitable providers through Clickability and confirm the service and funding arrangements.
