This document addresses common myths about hiring people with disabilities and outlines strategies for promoting diversity and inclusion in the workplace. It discusses six common myths about the abilities of people with disabilities and their performance in the workplace. It then provides reasons for hiring people with disabilities, such as tapping into an untapped talent pool. Finally, it offers tips for creating an inclusive workplace environment and addressing barriers to hiring older employees.

1. STRENGTH IN DIVERSITY
A guide to promoting diversity and inclusion in the workplace

2. Disability Myth 1
People with disabilities can only do basic unskilled jobs
COMMON DISABILITY MYTHS
IN THE WORKPLACE
People with disabilities bring a range of skills, talents and abilities to the
workplace

3. Disability Myth 2
People with disabilities have a higher absentee rate
COMMON DISABILITY MYTHS
IN THE WORKPLACE
They are not constantly sick and do not need to take more time off work

4. COMMON DISABILITY MYTHS
IN THE WORKPLACE
Disability Myth 3
People with disabilities have higher employment and training costs
The cost of employing and training a person with a disability is the same, or
can sometimes be less, than for someone without a disability
Government services may be able to reimburse you for any devices a
person with a disability may need

5. COMMON DISABILITY MYTHS
IN THE WORKPLACE
Disability Myth 4
People with disabilities incur higher workers compensation and safety costs
There is no proof that people with disability are more susceptible to
workplace accidents
Insurance premiums are based on accidents at work and not characteristics
of employees

6. COMMON DISABILITY MYTHS
IN THE WORKPLACE
Disability Myth 5
People with disabilities require more support at work that will reduce others’
productivity
Most people with a disability in a workplace setting need little or no
support and are just as productive as their colleagues
Government services may be able to help businesses if an employee with a
disability requires extra support

7. COMMON DISABILITY MYTHS
IN THE WORKPLACE
Disability Myth 6
A physical disability equals a mental disability
Employees with physical disability usually have little or no mental
impairment
Acceptance comes with awareness and observing that workers with
disability are competent and efficient in their jobs

8. WHY EMPLOY PEOPLE WITH
A DISABILITY?
• Diversifies your workforce
• Untapped talent pool
• Attract new market
• Potential for:
o Innovation
o Universal design
o Accessibility
o Inclusiveness
• Be seen as an employer of choice
• Corporate social responsibility

9. BUSINESS BENEFITS
People with disability are…
• Reliable
• Productive
• Affordable

10. GOVERNMENT SERVICES
• Job Access
• National Disability Recruitment Coordinator
• Disability Employment Service Providers

11. GOVERNMENT PROVISIONS
• Employment Assistance Fund
• Disabled Apprentice Award Wage System
• Supported Wage System
• Wage Subsidy Scheme

12. CREATING AN INCLUSIVE
WORKPLACE
• Develop a disability action plan
• Develop a better understanding of
disability
• Review accessibility of your workplace
• Interviewing candidates and disclosing
disability
• Workplace flexibility
• Identify a champion or sponsor

13. BENEFITS OF HIRING OLDER
EMPLOYEES
• Access to a broader talent pool
• Retain corporate knowledge, skills
and experience and networks
• Reflect the age profile of customers
• Increased reputation

14. BARRIERS TO EMPLOYMENT
• Knowledge and understanding
• Management skills
• Stereotypes of older employees
• Lack of leadership and strategy
• Flexible work options
• Legal and regulatory barriers

15. ADDRESSING EMPLOYMENT
BARRIERS
• Diversity and inclusion plan
• Training for managers and employees
• Inclusive recruitment practices
• Promote flexible work options
• Retention strategies
• Access government incentives