I recently read an article about Fortescue employee, Daniel Calder’s experience as a person with autism in the workplace.
Disclosing his autism was a positive experience for Daniel, with the article stating, ‘he got more than his own desk when he shared his diagnosis: he got a ticket to be himself.”
Sadly, this is not always the case.
Understanding the Current Employment Landscape for People with Disability
In early July, the ABS released new data in relation to Disability, Ageing and Carers, based on 2022 data collection.
For people with disability who experienced discrimination, 24.5% was related to their employer.
For people with disability in the labour force (aged 15-64 years) who experienced discrimination, common sources of discrimination were their employer (40.2%) and their work colleagues (37.7%).
Discrimination is one of the factors contributing to the low rates of employment participation of people with disability in Australia.
In global terms, when it comes to the employment rate of people with disability, Australia ranks 19 out of 32 countries in the OECD.
From the ABS data, in 2022, 2.7 million people with disability living in households were of working age. Just over half (56.1%) were employed, compared with 82.3% of people without disability.
In global terms, when it comes to the employment rate of people with disability, Australia ranks 19 out of 32 countries in the OECD.
The unemployment rate was 7.5% for people with disability, which is more than twice the rate for people without disability at 3.1%.
However, on a positive note, the Australian Institute of Health and Welfare found in 2022 that 77% of employers value the contribution and benefits of employing people with disability.
The Role of Employers in Improving Disability Employment Rates
So, what can we do to improve employment outcomes for people with disability?
Castle’s experience in working with employers for over 30 years has shown us that a successful employment outcome is part science and part magic.
The science is simple. If you can harness the willingness and positive motivation of an employer, underpin it with education and resources, then provide ongoing support and mentoring, you will create an employer with the confidence to work through the challenges that face them and persevere to deliver a great employment outcome.
One of the positive benefits of working with an experienced Disability Employment Service provider like Castle is that they bring the knowledge of working with many different types of employers, all with varying levels of confidence. In that environment, there is no such thing as a stupid question and there is no ‘one size fits all’ approach.
And that is where the magic happens.
Behind the statistics are real people, with dreams and aspirations. The joy in our work comes when you connect a well-prepared and supported employer with a motivated and confident candidate.
Every story speaks for itself:
Supporting Autism in the Workplace: Carlin's Path to Employment Inclusion
From fast food to financial independence: Emma's journey to 'normalcy'
It is then you see that it is possible to improve Australia’s employment outcomes for people with disability and that one day, stories like Daniel Calder’s will be the norm, not the exception.