Work place accomidation tips & tools

One of the most common barriers we encounter in disability employment is employers’ uncertainty around workplace adjustments. Often, the fear of getting it wrong prevents any attempt to try at all. What’s most important to understand is that you don’t need to be an expert. When you work with us, we manage all requirements with JobAccess on behalf of both the employer and the employee. 

With a focus on education, this is the first of several posts we’ll be sharing on this topic, because knowledge reduces hesitation and drives meaningful change. 

Australian disability discrimination laws, including the Disability Discrimination Act 1992 (DDA), do not rely on a fixed list of medical conditions. Instead, organisations are encouraged to focus on the functional impacts of a person’s disability and the supports that enable equal participation.

In other words, adjustments should be tailored to the individual, not their diagnosis. And whats the best way to find out exactly what that person needs? Don’t try to guess, just ask them. If the employee themselves isn’t sure exactly what they need, here are some tips to help.

Consider these three questions to get started:

• What functional limitations is the employee experiencing, and how do these affect day‑to‑day tasks?
• What accommodations or adjustments could reduce or remove these barriers?
• Would supervisors or co‑workers benefit from disability inclusion training? 

There is an old expression that goes something like “Don’t let perfect be the enemy of good”. Its a great example of making sure you try to help rather than doing nothing at all. It may take several conversations and attempts to find solutions, but don’t give up before you have even begun.

Examples of possible workplace adjustments include:

• Task rotation or periodic breaks for fatigue
• Ergonomic equipment
• Flexibility to work onsite or remotely – As one of the most popular and commonly requested modifcations, access the Flexible working arrangements best practice guide – Fair Work Ombudsman.
• Adjustable desks
• Speech‑to‑text software
• Automatic door openers
• Accessible bathrooms with appropriately placed duress buttons 

These are just starting points, countless solutions exist, and we can offer our expertise to work with you/your employee to identify what will best support your workplace. 

Looking for tailored support and guidance?
EmployAbility partners with organisations to build accessible, inclusive workplaces through practical, lived‑experience‑led advice.

Let us help you implement the changes that set your people and your business up for success.