How an award-winning workplace adjustments initiative is making change and transition more inclusive.
Starting a new job, moving teams or taking on a different role should be an opportunity to grow, not a reason to navigate the same workplace barriers all over again.
The NSW Department of Planning, Housing and Infrastructure (DPHI) recognised that fragmented workplace adjustment processes were creating unnecessary barriers for employees with disability. So it set out to change how employees access adjustments and support throughout their employment.
Its Workplace Adjustments Transformation replaced inconsistent processes with a single, specialist-led service that tracks how well it is working. It also includes a redesigned flexible work pathway. The initiative won Workforce Inclusion Initiative of the Year (Large Organisation) at our 2026 Disability Confidence Awards. It also achieved Best in Class for Workplace Adjustments in the 2025 Access and Inclusion Index.
Turning feedback into meaningful change
An independent review of DPHI’s workplace adjustment processes found unclear responsibilities and inconsistent practices. It also identified opportunities to build trust and improve the employee experience.
Shaped by feedback from employees with disability, DPHI introduced a more coordinated approach:
- A dedicated Health Management team now provides a single point of contact and advocacy for employees. A digital portal supports them in managing requests.
- A Workplace Adjustment Passport means employees don’t need to explain their accessibility needs again each time they move between teams or roles.
- Workplace adjustments are now built into recruitment and onboarding. Clearer guidance, training and resources support both employees and managers.
Together, these changes make accessing adjustments a more consistent and supportive experience at every stage of employment.
What employees are saying
Employee feedback shows how these changes are being experienced. In a survey of [number] employees who had been through the workplace adjustment process:
- 96% agreed or strongly agreed that the person managing their request was respectful.
- 92% felt included at each step of the process.
- 81% reported an overall positive experience.
One employee shared:
The process has been incredibly smooth and easy, and I have felt heard, included, respected and supported to achieve my full potential at every step of the way.
Workplace adjustments are about more than equipment, technology or processes. They’re also about people feeling heard, respected and supported to do their best work.
Designing for inclusion through change
DPHI’s experience shows how inclusion can be built into workplace processes and improved over time. Whether someone is joining a workplace, moving into a new team or navigating organisational change, it helps to:
- involve employees early
- listen to their experiences
- provide consistent support.
These steps make transitions more inclusive.
That’s what Belonging by Design is all about: creating workplaces where inclusion is intentional, barriers are addressed and people have the support they need to thrive throughout their employment journey.
Learn more about Belonging by Design
When we design change with people in mind, we create more opportunities for belonging.
Visit our Belonging by Design webpage to find out more about this year’s International Day of People with Disability campaign, including practical resources and ways to get involved.