“A job for a person with disability isn’t just about money. It’s a sign of independence and a way to let the world know we’re not a burden on society, but an asset.”
– GSA Associate
What is inclusive recruitment?
Disability inclusive recruitment involves reviewing and updating an organisation’s recruitment processes, policies and procedures to help ensure the application and hiring process is accessible for people with disability.
Our experienced team can also facilitate tailored, interactive disability-inclusive recruitment training for recruitment teams and hiring managers.
These inclusive recruitment practices not only improve access but also strengthen your organisation’s ability to attract and retain diverse talent.
Learn more about our roadmap to disability-inclusive recruitment.
Key benefits
- Access an untapped talent pool to fuel innovation and productivity in Australia, only 52.6% of people with disability are in the workforce, compared to 75.2% of people without disability. This 22.6% gap represents a vast talent pool with diverse knowledge and skills.
- Grow your market share by reflecting the communities in which you operate – in Australia, people with disability have a combined disposable income of around AU $54 million.
- Boost workforce loyalty and reduce turnover – a study by Telstra found employees with disability stayed with the company for an average of 4.1 years, compared to 3.2 years for employees without disability.
Our approach
Our experienced team will work with you to:
- Assess your recruitment process, including a review of relevant policies and procedures, to identify potential barriers for candidates with disability
- Examine how candidates experience the recruitment process (e.g. navigating the interview process) and identify where bias may influence key decision points
- Review how ongoing support is provided to employees with disability once they are hired, e.g. onboarding, disability awareness training for recruitment team and hiring managers
- Provide tangible recommendations on how to remove the barriers identified, e.g. using more inclusive language in job descriptions or advertisements
Case study: Recruitable
Discover how Recruitable delivered disability inclusion training, redesigned recruitment, and placed candidates with disability in skilled roles across Australia.
Frequently asked questions
What are inclusive recruitment practices?
Inclusive recruitment practices involve reviewing and updating your organisation’s hiring policies, processes, and culture to remove barriers for people with disability. This includes everything from accessible job ads and interviews to onboarding and long-term support.
Why are inclusive recruitment practices important?
Inclusive recruitment ensures people with disability have equal opportunities to apply, be hired, and thrive at work. It also helps organisations tap into a highly capable, often-overlooked talent pool—improving diversity, innovation, and team performance.
Is inclusive recruitment only about hiring people with disability?
While disability inclusion is a key focus, inclusive recruitment can benefit all candidates by creating fairer, more accessible systems. However, our work at Get Skilled Access specifically supports organisations in building disability-inclusive recruitment practices grounded in lived experience.
How can I make our recruitment process more inclusive?
Start by reviewing job descriptions for inclusive language, ensuring interview formats are accessible, and providing disability awareness training to your recruitment team. At GSA, we assess your current process and provide practical recommendations tailored to your needs.
What are some benefits of inclusive recruitment for employers?
Employers who embrace inclusive recruitment practices report stronger staff retention, better problem-solving, and improved workplace culture. People with disability are also shown to stay longer in roles and match or exceed productivity compared to peers without disability.
Do inclusive recruitment practices require major changes to our systems?
Not necessarily. Small, targeted changes, like adjusting interview formats or revising internal policies, can make a big difference. We’ll help you identify practical improvements that suit your size, structure, and capacity.
