Inclusive Hiring resources
The EmployAbility Toolkit assists you with knowing where to go, who to talk to and what to do – and it’s responsive to your needs.
Inclusive hiring is not just a choice—it’s a powerful opportunity to enhance your team, elevate your business and make a difference.
EMPLOYER GUIDE
DOWNLOAD TODAY for information that includes:
- Understanding disability including hidden disabilities
- Breaking stereotypes
- Benefits of hiring people with disability
- Creating and retaining an inclusive workplace
- Steps to help you employ someone with a disability
- Support and resources
Your employability toolkit
Australian Human Rights:
Disability Resources for Employers
Driving Diversity (PDF)
Tips for Inclusive Practices
Enhance workplace inclusivity with these actionable tips, spanning from education and communication to accessible processes and fair assessments, fostering an environment where everyone feels valued and supported.
Scroll through our tips below!
Tip 1
EDUCATE YOURSELF
Familiarise yourself and your team with disabilities, accommodations and etiquette before the hiring process.
Tip 2
INCLUSIVE JOB POSTINGS
Craft job descriptions that are inclusive and avoid language that excludes.
Encourage candidates to disclose disabilities and mention your company’s commitment to reasonable accommodations.
Tip 3
ACCESSIBLE APPLICATION PROCESS
Ensure an accessible online application system.
Accept applications in alternative formats (eg video submission, text to speech, braille) provide clear instructions for requesting accommodations.
Tip 4
EQUAL OPPORTUNITY
Treat all candidates fairly, focusing on skills, qualifications and relevant experience.
Tip 5
ACCESSIBLE INTERVIEW PROCESS
Consider candidate accessibility needs and offer alternative interview formats.
Train interviewers on disability etiquette and accessibility.
Tip 6
ASSESS ESSENTIAL JOB TASKS
Define essential job functions and assess how candidates with disabilities can perform them with or without accommodations.
Tip 7
OFFER REASONABLE ACCOMMODATIONS
Collaborate with candidates on reasonable accommodations, such as assistive technology or modified work hours.
Tip 8
POSITIVE COMMUNICATION
Maintain respectful and open communication throughout the hiring process.
Tip 9
EVALUATE QUALIFICATIONS
Assess candidates based on qualification and job-related skills, not their disability.
Tip 10
PROVIDE TRAINING
Train employees and supervisors on working with colleagues with disabilities and using accommodations effectively.
Tip 11
CONTINUOUS FEEDBACK
Encourage ongoing communication with employees about accommodation needs and address barriers promptly.
If you’ve found this helpful or would like some more information or support with your next steps, reach out to us at – info@busyability.org.au
Or complete our enquiry form and a member of our team will be in touch!
EMPLOYABILTY CONNECT
Connect with inclusive employers, receive the latest information and access a motivated workforce.
- 1800 761 561
- info@busyability.org.au
- PO Box 6410, Tweed Heads South NSW 2486
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- Your feedback is always welcomed. Provide feedback here.
The BUSY Group acknowledges the Traditional Custodians of the country throughout Australia and their continuing connection to the land, sea and community. We pay our respects to them and their cultures, and their Elders past and present.
Feedback
Your feedback is always welcomed. Provide feedback here.
The BUSY Group acknowledges the Traditional Custodians of the country throughout Australia and their continuing connection to the land, sea and community. We pay our respects to them and their cultures, and their Elders past and present.
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