10 myths about disability inclusion in the workplace.
A guide for organisations ready to move beyond assumptions and take real action.
Many organisations across Australia are making genuine efforts to be more inclusive. But even with the best intentions, common myths about disability in the workplace can quietly hold teams back from creating environments where everyone can thrive. Disability inclusion isn’t about box-ticking.
It’s about proactively designing workplaces, policies, systems, and cultures that work for a range of experiences, whether that’s physical, sensory, neurological, or otherwise. And sometimes, that starts by unlearning outdated assumptions.
Let’s unpack 10 of the most persistent myths around disability inclusion in Australian workplaces, and what genuinely inclusive organisations are doing instead.
Myth #1: “Accessible workplaces are only needed for employees with disability.”
Fact: Accessibility benefits everyone.
Open layouts, ramps, captioned videos, flexible start times, and easy-to-read signage support a wide range of employees, not just those who identify as having disability. That’s the power of universal design: build with accessibility in mind, and more people thrive.
Myth #2: “Making a workplace accessible is too expensive.”
Fact: Many adjustments are low-cost, or free.
Simple changes like moving a desk, adjusting lighting, or adding captions to videos can make a big difference. For anything more complex, the Australian Government’s Employment Assistance Fund can help cover the cost of reasonable adjustments. The financial barriers are often smaller than assumed.
Myth #3: “Employees with disability are less productive.”
Fact: People with disability perform just as well as their colleagues, and often bring greater adaptability, loyalty, and innovation.
When barriers are removed, productivity is about the role, not the person. The Australian Institute of Health and Welfare (AIHW) consistently reports strong employment outcomes when people with disability are given the right support and inclusive environments.
Myth #4: “People with disability take more sick leave.”
Fact: 82% of working-age Australians with disability do not require time off work due to their condition.
This stat, from the AIHW’s 2024 report, shows that assumptions about reliability don’t reflect reality. Many people with disability have equal or better attendance records than their colleagues.
Myth #5: “Hiring people with disability is risky for business.”
Fact: Inclusive hiring leads to stronger teams, lower turnover, and higher employee engagement.
Studies consistently show that workplaces with diverse teams, including people with disability, are more innovative and more productive. The real risk? Missing out on great talent due to outdated assumptions.
Myth #6: “Accommodations are expensive.”
Fact: Most workplace adjustments are affordable, and there’s funding support available.
The Employment Assistance Fund (EAF) helps employers cover costs for things like modified equipment, assistive technology, and Auslan interpreters. Cost shouldn’t be a barrier to doing the right thing.
Myth #7: “Inclusion is the responsibility of People and Culture teams.”
Fact: Inclusive workplaces are everyone’s responsibility.
It shows up in leadership, team culture, systems, onboarding, product design, customer experience, procurement, and more. People and Culture teams may lead the charge, but real inclusion is shared across the business.
Myth #8: “You can always tell if someone has a disability.”
Fact: Most disability is invisible.
From mental health conditions to chronic illnesses to neurodivergence, disability isn’t always something you can see. That’s why inclusive workplaces create space for people to share what they need, without assumptions or judgment.
Myth #9: “If no one asks for adjustments, everything must be fine.”
Fact: Silence doesn’t equal inclusion. People often don’t ask for what they need, due to stigma, fear, or simply not knowing what’s available.
Truly accessible workplaces are proactive, not reactive. They’re designed with inclusion in mind from the start.
Myth #10: “Disability inclusion is a ‘nice-to-have’.”
Fact: Inclusion is a competitive advantage.
From improved innovation to greater talent retention, inclusive businesses perform better. Accessibility isn’t a feel-good measure, it’s a strategic one.
Disability inclusion isn’t about avoiding mistakes, it’s about committing to progress. Myths like the ones above can quietly undermine even the most well-meaning workplaces. But when organisations lead with intent, build accessible systems, and share responsibility across the business, inclusion becomes part of how they operate. If you’re ready to move beyond assumptions and take real action, the team at Get Skilled Access is here to support you.
Explore our services or get in touch to learn how we can help your workplace do inclusion differently, and better.