Employment gap
Low levels of employment for people with disability remains an entrenched problem in Australia. Despite making up approximately 20% of the population, the unemployment rate for people with disability is around 10% – almost triple the overall unemployment rate, and it has not seen improvement in over three decades.
This situation not only deprives people with disability of meaningful employment but also represents missed opportunities for employers. With high-growth industries experiencing significant job vacancies and long placement times, tapping into this underutilized talent pool can address skill shortages, drive organisational success, and create inclusive workplaces that benefit everyone.
Program overview
Employing 100 was a groundbreaking two-year (2023 – 2025) initiative funded by the Department of Social Services (DSS), Australian Government, as part of the National Disability Insurance Scheme (NDIS), Information Linkages and Capacity Building (ILC) Program.
Unlike most disability employment programs which focus on supply (job seekers), Employing 100 took a demand-led approach, working directly with employers and their identified vacancies. The program successfully placed 240 talented and suitably skilled job seekers with disability into roles within four major employers, CSL Limited, Marriott International, McDonald’s Australia and The Salvation Army – far exceeding the initial target of 100 placements.
Most impressively, these placements achieved a combined retention rate of 83%, demonstrating the effectiveness of the Employer Enablement Framework in creating sustainable employment opportunities.
The Employer Enablement Framework
Australian Disability Network developed a comprehensive framework to support employers in successfully recruiting people with disability based on more than a decade’s research. The Employer Enablement Framework addresses employment barriers by focusing on building employer capability and confidence through four interconnected phases:
1. Engage
- Secure senior leadership commitment
- Benchmark current practices using the Access and Inclusion Index Quick 10
- Develop a tailored business case aligned with organisational priorities
2. Equip
- Review recruitment practices to identify unintended barriers
- Assess premises accessibility and make recommendations
- Develop workplace adjustment policies and procedures
- Provide disability confidence training to key personnel
3. Deliver
- Connect employers with suitable candidates
- Facilitate workplace adjustments and support the recruitment process.
- Provide ongoing guidance and problem-solving
4. Review
- Reassess policies and practices
- Monitor retention rates and gather stakeholder feedback
- Measure changes in employer capability and confidence
- Identify areas for further development
Project Outcomes
The project significantly exceeded expectations, delivering:
- 240 job placements across the four participating employers (original target: 100)
- 83% average retention rate across all employers
- 17.5% average improvement in organisational Access and Inclusion Index scores
- Diverse range of roles filled including digital specialists, store managers, quality managers, warehouse operators, copywriters, specialist advisors, and food service positions
- Sustainable changes to recruitment practices and workplace policies
Partner Organisations
We are proud to have partnered with four major Australian employers:
CSL Limited
“Disability inclusion is a key focus of our Diversity, Equity & Inclusion strategy. As a global biotechnology company driven by our promise to protect patients and public health around the world, it’s vital that our employees mirror the patients, donors, and people we serve – so that we bring a wide variety of viewpoints to the important decisions we make and problems we solve.”
Paul McKenzie, CEO and Managing Director, CSL Limited
Marriott International
“We are proud to be one of four organisations partnering with Australian Disability Network on “Employing 100″, a project funded by an ILC Grant from the Department of Social Services, on behalf of the Australian Government. As part of this project over the next 2 years, Marriott International will hire at least 25 people with disability, and we are committed to making changes towards becoming a more disability-inclusive organisation.”
Sean Hunt – Area Vice President, ANZP, Marriott International
McDonald’s Australia
“At McDonald’s, we are long-standing supporters of creating opportunities for people with disability in our restaurants. As one of Australia’s largest employers and most recognisable brands, it’s important to us that we continue to represent the incredible diversity of our employees and the communities we serve.”
Emma Napoli Hala, SVP, Chief People Officer, McDonald’s Australia
The Salvation Army
“The Salvation Army is committed to providing a workplace culture that is accessible and inclusive of all employees. Attracting and retaining the best people for the job should be the priority for everyone.”
Geraldine Leslie, Executive General Manager of Human Resources, The Salvation Army
Key Insights
What We Learned
- Focusing on employer environment first is crucial for successful disability employment initiatives. By building organisational capability before recruitment, employers were better prepared to provide inclusive workplaces.
- Executive sponsorship and operational support proved critical for implementing sustainable change. Organisations with both elements in place achieved better outcomes.
- Disability confidence training dramatically shifted understanding of disability and workplace adjustments, with organisations seeing an average 33% improvement in disability confidence scores.
- Acting as a conduit between employers and talent providers was vital to ensuring high-quality matches and streamlined communication.
- Time for organisational change is essential – embedding sustainable employment practices requires sufficient lead time, with most placements occurring in the latter part of the project after capability was built.
Impact Stories
“I have been trying to get a job for ten long years, and I am thrilled to have secured a role and get adjustments and support. I am just so happy.” – Successful jobseeker with disability
“The disability confidence training and job analysis process played a key role in educating and guiding managers on how to support employees with disabilities. It reinforced that flexibility and accommodations do not hinder a person’s ability to fulfill their role. They can, in fact, often enhance it.” – Employer Representative
“Prior to the training, I assumed disability was very narrow and I was unsure whether I would be able to support an employee with disability.” – Employer Representative
Independent Evaluation
An independent evaluation conducted by the Centre for Social Impact, Swinburne University, confirmed the project’s success in building employer capability and confidence while creating meaningful employment opportunities for people with disability.
Media Spotlight: Celebrating Success and Sharing Impact
Project Manager, Nerida shares how we have significantly exceeded our target for the Employing 100 project, empowering our Employer Partners CSL, Marriott International, McDonald’s Australia and Salvation Army to welcome nearly 240 people with disability into meaningful roles with impressive retention rates.
This successful initiative demonstrates how strategic inclusion creates lasting value for businesses as well as people with disability.
Employing 100 secures jobs for 237 people
Employing 100 secures jobs for 237 people with disability – Australian Disability Network
Videos
Watch the videos below to find out more about the pilot program:
Contact us
Project enquiries
Sharon Kumar, Executive Manager Member Services
Email: sharon.kumar@AusDN.org.au
Phone: 02 8270 9220
Media contacts
Clara Pirani, Media and Policy Manager
email: clara.pirani@AusDN.org.au