BCA report on improving employment outcomes for people with disability: galvanising for action

With a range of skills and experiences, people with disability represent one of Australia's greatest under-represented talent pools. This report argues that a new approach is needed to break down the barriers for people with disability, and to increase their role and advancement in the workplace. In late 2022, BCA surveyed its members to generate information on existing strategies and activities by members covering recruitment, retention and advancement of people with disability. The scoping survey has provided valuable insight into: foundational practices members are taking, including...  [+] Show more

With a range of skills and experiences, people with disability represent one of Australia's greatest under-represented talent pools. This report argues that a new approach is needed to break down the barriers for people with disability, and to increase their role and advancement in the workplace. In late 2022, BCA surveyed its members to generate information on existing strategies and activities by members covering recruitment, retention and advancement of people with disability. The scoping survey has provided valuable insight into: foundational practices members are taking, including by way of commitments and accountability; emerging trends, including practices to support workplace culture and inclusion; and imperatives for success where the focus has shifted from attraction and recruitment to a focus on engagement and development. This report presents the key findings across these domains and best practice case studies to assist members to drive further gains in employment outcomes.

From the findings, BCA has developed these seven factors for success: (1) implement workplace adjustment to recruit and retain employees with disability; (2) develop or review discrete and identifiable Disability Recruitment, Retention and Career Development Strategies; (3) establish senior leadership group to drive and monitor progress; (4) develop an employee reference group that meets with senior leadership quarterly; (5) implement disability confidence training particularly to middle management levels; (6) examine talent identification and career pathway to support career advancement opportunities for people with disability; and (7) create regular stories about disability employment success on internal and external communication platforms.

Edited excerpts from publication and publisher's website.