Organisations need to unlock change to improve workplace disability inclusion

Employees with disability are almost twice as likely to experience discrimination and harassment in the workplace with a fear of disclosure placing the onus on employers to dismantle personal and systemic biases.

Key points

• Research from the Diversity Council Australia (DCA), in collaboration with the Australian Disability Network, highlights the challenges faced by employees with disability and the critical role of data in fostering more inclusive workplaces
• Just over 40% of people with disability said they experienced discrimination and/or harassment at work, nearly double the rate of people without disability (23%)
• A similar percentage said their organisation does not collect any data about disability status, whole 30% said they choose not to share their disability status if that data is collected

In releasing Disability Data at Work, DCA and the Australian Disability Network said that many organisations struggle when it comes to capturing data relating to people with disability. However, by producing a set of guidelines they hope to assist organisations to create environments where people with disability feel safe to share their disability status, without repercussion. 

Speaking with Hello Leaders, DCA Chief Executive Officer, Lisa Annese, said it was not surprising to find discrimination and harassment are still common in many workplaces.  

“The research clearly shows that people with disability are experiencing high levels of exclusion, lower levels of connection and receive fewer opportunities in Australian workplaces,” she said.

“There’s a lack of understanding around what disability is, how it presents in the workplace and the extent to which people with disabilities actually exist in Australian workplaces.”

She said many workplaces are held back by personal and systemic biases that impact the perception of disability. One such example is the use of the medical model of disability where people assume barriers exist because of the disability itself, not because of society.

Research shows that people with disability are twice as likely to be unemployed, while those who are employed tend to have lower average incomes. According to Disability at Work, employees with disability are also less likely to be treated fairly or feel confident in contributing to workplace discussions.

Ms Annese said there is a long way to go for employers who want to change this.

“Even for workplaces that want to do well in this space, you have to take a very considered approach and go back to first principles. Employers need to think about how to create workplaces that are inclusive of people with disabilities rather than creating a workplace and then making minor adjustments as you need to,” Ms Annese said.

“It’s a rethink about how you design work, which is a key principle of inclusion. 

“Workplaces need to think about building their capability in disability, getting proactive around their confidence and their awareness of what disability is. Move away from that medical model of disability to a more social model, recognising that the barriers in the workplace are the ones we create, not the disabilities themselves.”

Disclosure is a problem

Disability status data is a powerful tool for organisations to understand the mix of people in their organisation and the inclusion experiences of employees with disability. However, as the Report reveals, many organisations struggle to capture data relating to people with disability.

Additionaly, one third of people with disability find it unsafe or unnecessary to share their disability status at work.

Ms Annese said organisations need to build a culture of safety, respect and privacy so people do feel comfortable sharing disability status 

“If you don’t have disclosure then you don’t understand your workforce. We need to address that. We need to get proactive on discrimination, harassment and exclusion as we would in any other aspect of social identity,” she added.

She also said organisations need to redefine what the ideal worker looks like with a more flexible and open approach needed. 

Disability Data at Work helps organisations with this, and more, by running through several scenarios. It describes the ‘lock’ – organisational barriers preventing employees from feeling safe to share their disability status – and the ‘key’ that will enable employees to feel safe sharing their disability status.

Examples include employers taking a proactive stance toward discrimination and harassment, while Ms Annese added that employers must be the ones to take responsibility with creating change. 

“We have to put the onus on organisations to go back to first principles in your design of work and the way you structure policies and create flexible work,” she said.  

This approach also needs to include a clear intent with how data is used so that individuals can see it will be meaningful for them to disclose disability status. 

“I’ve seen people get very dispirited in organisations where a lot of data gets collected but there’s no action. People become cynical and jaded and don’t want to engage. It’s important you have a purpose as to why you’re doing it and that there’s organisational readiness around taking action,” she added.