Australian Disability Network, in partnership with CSL Limited, Marriott International, McDonald’s Australia, and The Salvation Army, has successfully completed a two-year project designed to help employers in high-growth industries, such as the healthcare, social assistance, food, and accommodation sectors, fill vacant roles with suitably skilled jobseekers with disability.
Throughout the Employing 100 project, the four major employers – CSL Limited, Marriott International, McDonald’s Australia, and The Salvation Army – integrated 237 skilled jobseekers with disability into their workforces.
This achievement significantly surpassed the initial goal of 100 placements, showcasing not only the commitment of these leading organisations, but also the strength of Australian Disability Network’s Employer Enablement Framework.
The two-year project was funded by an Australian Government, Department of Social Services grant.
Australian Disability Network Chief Executive Deborah Homewood said Employing 100 supported employers to fill roles with talented and qualified jobseekers with disability who previously did not have access to the recruitment process.
“Employing 100 helped employers tap the full talent pool of qualified candidates by removing recruitment barriers that prevented many jobseekers from previously applying for roles.
“We were delighted to work with CSL Limited, Marriott International, McDonald’s Australia, and The Salvation Army to identify career opportunities for people with disability and we hope other organisations will duplicate this successful program.
“Employing suitably skilled people with disability makes good business sense.”
Most disability employment programs focus on supply (job seekers), rather than working with demand (employers and their vacancies). The Australian Disability Network’s Employer Enablement Framework shifts this focus towards demand, providing employers with valuable tools, recommendations, and support to increase their confidence to hire suitably skilled job seekers with disability in a sustainable and scalable way.
During the Employing 100 project, Australian Disability Network supported the employers to enhance their recruitment systems and processes, upskilling their teams, and identifying vacancies to employ people with disability. Employing 100 also helped employers strengthen or develop new relationships with a variety of recruitment pipelines.
The Centre for Social Impact Swinburne University is undertaking an independent evaluation of the project. We look forward to sharing the Australian Disability Network’s Employer Enablement Framework in coming weeks.
Emma Napoli-Hala, Chief People Officer, McDonald’s Australia said: “At Macca’s, we open our doors to everyone and firmly believe we are at our best when our restaurants reflect the diversity of the many communities we serve.
“For more than 40 years, we have worked alongside partners including the Australian Disability Network to create meaningful and rewarding careers for people with a disability at McDonald’s.
“Joining the Employing 100 Program was an important opportunity to elevate our long-standing commitments. We’re incredibly proud to be the largest contributing employer to the program, welcoming more than 100 new people into our restaurants, nationwide.
“We are grateful to the Australian Disability Network for their partnership and support in ensuring that we have the right frameworks, processes, and procedures in place to continue to be an inclusive, supportive workplace.”
Jason Nuell, Area Vice President, Marriott International Australia, New Zealand & Pacific said: “Marriott International was proud to be a key partner in the Employing 100 project, and as we draw to a close, I am pleased to share that we surpassed our goal (of employing 25 people with disability) by more than 28 per cent.
“We also achieved all Marriott HR Leaders in ANZP attending Disability Confidence Training, along with our Senior Leadership Team, and soon all our General Managers will also complete this training.
“We are committed to continual improvement in being a disability-inclusive organisation, and we aim to grow our representation of people with disability in our business towards the same proportions as is represented in the community.”