Is It Time to Rethink Disability Employment in Australia?

If you’re working in disability employment, social policy, or advocacy, you’ve likely noticed a troubling trend: despite robust legislative frameworks, employment outcomes for people with disabilities in Australia remain stagnant. In 2023, I published a peer-reviewed research paper, The Impact of Legislation and Conventions on Disability Employment Outcomes in Australia, which shed light on why our current approach might be falling short—and it challenges each of us to rethink our strategies.

At first glance, Australia seems well-equipped to support inclusive employment, with updated legislation like the Disability Services and Inclusion Act 2023 and the National Disability Insurance Scheme (NDIS) Act in place. These laws are comprehensive in their intent, emphasising the rights of people with disabilities to participate fully in the workforce. However, as the research showed, legislation is often only one part of the solution. Translating the spirit of these laws into tangible outcomes requires policies and practices that genuinely uphold their principles. This is where the system often falters.

Instead of focusing on personalised, impactful outcomes, policies frequently emphasise outputs—metrics, compliance measures, and system efficiencies—that can obscure the true goal of these legislative frameworks: meaningful employment and inclusion for people with disabilities. In practice, this output-driven focus can translate to limited, predefined pathways, such as the Disability Employment Service (DES) and Australian Disability Enterprises (ADEs), which may not fully meet the diverse needs and aspirations of job seekers with disabilities. The intent of the legislation is thus diluted, and the people it aims to serve often find themselves navigating a system that prioritises process over people.

The recent announcement of a new DES service model, set to launch in 2025, brings a sense of cautious optimism. With options for both generalist and specialist services, expanded eligibility, and a stronger emphasis on provider-participant relationships, this model aims to offer more customised support. Yet, for this framework to succeed, we need policies that not only align with legislative intent but also create practical pathways for individualised success. This means equipping employment professionals with the skills and best practices necessary to help people with disabilities pursue work that aligns with their strengths and aspirations.

Programs like those offered by CDERP College, which align with core competencies in disability and customised employment practice, will be crucial in this new model. Such training ensures that practitioners are grounded in evidence-based approaches, like Individual Placement and Support (IPS) and Customised Employment (CE), which prioritise individual strengths and choices over rigid processes. These approaches, highlighted in the research paper, offer a vision for what disability employment can look like when built around the individual rather than around compliance metrics. Success in disability employment isn’t just about job placements; it’s about creating environments where individuals can grow, contribute, and feel valued.

This is a call to action for professionals across the sector. Improving disability employment outcomes means we need policies focused on the individual’s journey, not just system outputs. Aligning with Article 27 of the UNCRPD isn’t only a legislative goal—it’s a powerful framework for driving true economic inclusion and advancing human rights.

Now is the time to rethink what success in disability employment looks like. With the right policies, skilled training, and a focus on individual empowerment, we can ensure that our workforce is ready to deliver meaningful, sustainable outcomes for all Australians with disabilities.

www.college.cderp.com.au

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