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Transform Your Workplace Today! 

Transform Your Workplace Today!   Your Guide to Inclusive Hiring: Essential Resources

Inclusive hiring resources

Inclusive hiring is not just a choice—it’s a powerful opportunity to enhance your team, elevate your business and make a difference.

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.

If you would like to speak to one of our team about inclusive hiring in your workplace, contact us today!

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
A woman with curly hair smiles, speaking to a young man at work. Text: An employer’s guide to inclusive employment. BUSY Ability—employer disability support, where opportunity begins.

Your employability toolkit

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Inclusive Employer Toolkit

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Introduction to Disability Awareness (e-Learning)
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Australian Human Rights:
Disability Resources for Employers
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Driving Diversity (PDF)
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Attracting People with Disability to Your Organisation
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Hidden Disabilities A-Z Guide 
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BUSY Ability /CoAct Recruitment Services (PDF)
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JobAccess – Untapped Pool (PDF)

Enquire about inclusive hiring support

Enquire Today!

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!

Blue outline icon of a laptop with a wrench on the screen, representing computer repair, maintenance or support, on a light grey background.
Blue line illustration of a person at a laptop with a speech bubble above, suggesting online communication or a virtual meeting.
Blue line icon of a laptop displaying a document with horizontal lines to indicate text, set against a light grey background.
A blue outline drawing of four hands forming a square, each wrist overlapping the next, representing teamwork and unity on a light background.

JobAccess Employer Toolkit

Introduction to Disability Awareness (e-Learning)
Australian Human Rights:
Disability Resources for Employers
Driving Diversity (PDF)
EDUCATE YOURSELF
Familiarise yourself and your team with disabilities, accommodations, aLearn Morend etiquette before the hiring process.
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.
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.
EQUAL OPPORTUNITY
Treat all candidates fairly, focusing on qualifications, skills, and relevant experience.
ACCESSIBLE INTERVIEW PROCESS
Consider candidate accessibility needs and offer alternative interview formats.

Train interviewers on disability etiquette and accessibility.
ASSESS ESSENTIAL JOB TASKS
Define essential job functions and assess how candidates with disabilities can perform them with or without accommodations.
OFFER REASONABLE ACCOMMODATIONS
Collaborate with candidates on reasonable accommodations, such as assistive technology or modified work hours.
POSITIVE COMMUNICATION
Maintain respectful and open communication throughout the hiring process.
EVALUATE QUALIFICATIONS
Assess candidates based on qualifications and job-related skills, not their disability.
PROVIDE TRAINING
Train employees and supervisors on working with colleagues with disabilities and using accommodations effectively.
CONTINUOUS FEEDBACK
Encourage ongoing communication with employees about accommodation needs and address barriers promptly.

Enquire about inclusive hiring support!