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Inclusive Interviewing

Recently Matt Gowan was asked to contribute to an online program about inclusive interviewing. Watch the video of Matt’s segment here…

Frequently asked questions about disability

Increasing general knowledge about disability can help employers develop confidence in  building a more inclusive workplace culture and approaching recruitment activity.

Here are some frequently asked questions about disability:

Q: What is the definition of disability in Australia?

A: Disability in Australia is defined broadly to include any condition that may impact a person’s ability to perform everyday activities. This definition covers physical, sensory, intellectual, psychiatric, and neurological conditions, as well as learning disabilities and chronic health conditions. Importantly, disability is not always visible or permanent.

Q: What is the legal definition of disability?

A: The Disability Discrimination Act 1992 (DDA) provides a legal definition of disability, encompassing:

  • Physical or mental impairments
  • Long-term or episodic conditions
  • Disabilities that are currently present, existed in the past, may develop in the future, or are perceived​

Q: What are some different ways that disability can be perceived?

A: In Australia, disability is understood through multiple perspectives, including the human rights model, social model, and medical model:

Social Model: The social model considers disability to be the result of barriers in the physical, social, and attitudinal environment, rather than the individual’s condition. This model advocates for removing barriers to enable full participation in society, reflecting principles from the United Nations Convention on the Rights of Persons with Disabilities (CRPD)​

Human Rights Model: Supported by the United Nations Convention on the Rights of Persons with Disabilities (CRPD), this approach emphasizes disability as part of human diversity and advocates for dignity, autonomy, and equal opportunity. Australia ratified the CRPD in 2008, reinforcing these principles in national law.

Medical Model: in contrast, this model views disability as a problem within the individual that needs to be treated or cured. It emphasizes limitations caused by the condition itself​.

Q: What are the responsibilities of employers under the Disability Discrimination Act?

A: Employers must ensure non-discrimination in hiring, retention, and workplace practices. They are required to provide reasonable accommodations unless it causes undue hardship. These adjustments might include flexible working arrangements, specialized equipment, or modified job responsibilities​

Industry expertise

We partner with government and industry leaders to ensure best practice and up to date knowledge and information.

We recommend the following as outstanding resources in relation to social procurement and disability inclusive workplaces:

Social Traders logo with the words Unlocking Business for Good

Social Traders

Social Traders are leaders in Social Procurement, helping to create a thriving social enterprise sector and making social procurement business as usual, for a fairer and more equitable Australia.

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Australian Disability Network

Australian Disability Network are committed to increasing disability inclusion in the workplace. They offer a range of excellent services and resources as the peak body for employers on disability employment.
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Job Access

Job Access have an outstanding range of videos, guides and training resources to help employers gain knowledge and confidence related to hiring people with disability.

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